Marché de fourniture, de mise en oeuvre et de maintenance d'un système d'information des Ressources Humaines (SIRH) pour Espacil Habitat et Espacil Accession

The contract has an initial duration of 5 years. It can be renewed for successive periods of one year, up to a maximum total duration of 10 years.

Key milestones and phases include:

• Framing and Design Phase: Involves project initialization, validation of governance, detailed scheduling, workshops to validate solution adequacy, and deliverables like a framing note, validated schedule, and detailed functional and technical specifications.
• Realization and Configuration Phase: Focuses on solution configuration in SaaS mode, development, configuration, and unit tests of interfaces, with deliverables including access to environments and delivery of configurations and interfacing flows.
• Testing and Validation Phase: Consists of end-to-end tests performed on a dedicated environment.
• The overall objective is to achieve operational implementation of all functional blocks during the first half of 2027.
• Specific go-live dates: The "Payroll, Personnel Administration," "Time and Activity Management (GTA)," and e-Pointage blocks are targeted for production and operational switch on June 1, 2027.
• The "Talents," "Decision-making," "Safe & EDM" blocks, along with all third-party interfaces, are scheduled for final deployment and global go-live by June 1, 2027, at the latest.
• If a global migration involving a change of solution occurs, a security phase including a double-payroll system for at least two consecutive months is required before the final Go/No Go decision.

The exact contract start and end dates are not explicitly stated.

The core scope of work for this tender involves the acquisition, implementation, maintenance, and evolution of a fully integrated Human Resources Information System (SIRH) accessible in Software as a Service (SaaS) mode.

The Statement of Work summary includes:

• Core Functional Domains: The system's heart is the "PAIE, ADMINISTRATION DU PERSONNEL ET CONFORMITÉ" block, which requires maximum automation and total security of regulatory flows, specifically covering payroll management with a high-performance calculation engine, retroactive management, and multi-period employment processing. Other integral modules include personnel administration, time and activity management (GTA), current talent management modules, decisional tools, and a digital safe.
• Project Phases: Regardless of the chosen solution, the project will follow key phases:

1. Framing and Design: Involves project initialization, validation of governance and detailed calendar, and workshops to validate solution adequacy. Deliverables include a framing note, validated planning, and Detailed Functional and Technical Specifications (SFD/STD), along with RGPD compliance documentation.

2. Realization and Parameterization: Focuses on configuring the solution in the provider's SaaS environment, developing, parameterizing, and unit testing interfaces for systems like We Recruit, Swile, Tegia, Sharvy, and Digiposte. Deliverables include access to environments and delivery of parameterizations and interfacing flows.

3. Acceptance and Validation: Involves end-to-end tests conducted on a dedicated environment.

4. Go-Live and Change Management Support.

• Maintenance and Support (TMA): This encompasses corrective and technical maintenance (incident handling, anomaly correction, data restoration), legal and conventional maintenance (automatic integration of French regulatory and collective agreement evolutions), and evolutive maintenance (management of specific evolution requests).
• Complementary Services: These include the activation of additional functionalities and functional or technical evolutions such as electronic signature, HR GED, Sharvy interface, remuneration review, and BSI.
• Annexed Complementary Services: Provision of assistance profiles to support activity surges or internal staffing constraints.
• Project Scenarios: The tender considers two scenarios for implementation:
• Hypothesis 1 (Optimizing Existing Solution): Focuses on auditing and optimizing current settings, addressing discrepancies, and deploying new modules. Costs for historical data recovery and double-pay mechanisms should be minimal.
• Hypothesis 2 (Global Migration to a New Solution): Requires a comprehensive project cycle including design workshops, recovery of payroll and GTA historical data, and full parameterization of conventional rules, with a mandatory two-month consecutive double-pay security phase before the final Go/No Go.
• Contract Structure: The services constitute a single, indivisible functional unit, structured around a base of lump-sum services for essential SIRH functionalities, implementation, hosting, maintenance, and support, along with complementary services.