06 · UKG Workforce Management
Leave Workforce Central without putting a pay cycle at risk.
Your workforce platform decides what people are paid, when they work and whether you are compliant while they do. We migrate you from Workforce Central to UKG WFM, implement it around your own policies and agreements rather than a template, and support it afterwards — configuration, integrations, data migration, testing and deployment, end to end. Go-live is decided by reconciled pay runs, not by a date on a plan.
Who this is for
If two or more of these describe you, we should talk.
- Organisations still on Workforce Central with on-premises support ending on 31 March 2027 and no funded, sequenced migration plan.
- HR, payroll and operations leaders who sign off pay accuracy but do not own, and cannot read, the configuration beneath it.
- Enterprises with multiple sites, unions or jurisdictions, where pay rules have accumulated over a decade and nobody can say what they all do.
- Teams already on UKG WFM whose payroll, HCM or ERP interfaces fail quietly and are noticed only when someone is underpaid.
- Businesses that went live with an implementation partner and now have nobody who owns the platform day to day.
What's included
What UKG Workforce Management covers — 8 capabilities, all of them visible.
Workforce Central migration
Moving from Workforce Central to UKG WFM is a re-platforming, not an upgrade, and it starts with knowing what you actually have. A full inventory of every pay rule, accrual, schedule pattern, report and interface in the current estate, a documented disposition for each — carry over, rebuild or retire — and a cutover sequenced around your pay calendar rather than ours. Historical timecards and schedules are archived on purpose, so reporting and audit access survive the move.
- Workforce Central
- UKG WFM
- Configuration inventory
- Disposition per rule
- History archive
- Pay-calendar cutover
Implementation around your policies
Configured to how your workforce is actually governed: company policy, collective and union agreements, wage-and-hour obligations, approval hierarchies, and the exceptions that currently live in one supervisor’s head. We design from your requirements and write them down, rather than starting from a template and bending your policy to fit it.
- Pay rules
- Accruals
- Timekeeping
- Scheduling
- Absence
- Approval workflows
- Role-based access
Integrations
Payroll, HCM, ERP, finance and identity. Interfaces are the part of a workforce programme that fails quietly, and integrations built for Workforce Central generally need rebuilding rather than carrying across. Each one is redesigned, documented and tested against realistic volumes, then monitored, so a failed file raises an alert instead of becoming a payroll error.
- Payroll
- HCM
- ERP
- Identity & SSO
- Interface monitoring
- Boomi-based integrations
Data migration
Employee records, organisation structure, accrual balances, schedules and history moved in rehearsed loads with reconciliation at every one: record counts, balance totals and sampled employee-level checks, signed off by your payroll team before the next load rather than discovered after go-live.
- Employee & org data
- Accrual balances
- Mock loads
- Reconciliation
- Sign-off gates
Testing & parallel running
Scripted pay-rule test cases built from your own policy and its edge cases, acceptance testing owned by the people in payroll and operations who will live with the result, and parallel pay runs against the legacy system with every variance explained line by line before anyone is moved. The variance report is the go-live criterion.
- Test scripts
- User acceptance
- Parallel pay runs
- Variance reporting
- Go / no-go criteria
Deployment & hypercare
Wave or single cutover, chosen on risk rather than convenience, with a rehearsed cutover and a written rollback. Engineers stay through the first live pay cycles, and training is built around the jobs of the managers, schedulers and payroll staff who use the system, not around a tour of the menus.
- Wave planning
- Rehearsed cutover
- Rollback plan
- Hypercare
- Manager & payroll training
Managed support
Quick resolution of issues on a defined response time, with rule changes handled as controlled changes when an agreement is renegotiated or legislation moves. Release readiness checks before platform updates reach production, user and role administration, interface monitoring, and a standing improvement backlog so the platform keeps pace with the business instead of drifting away from it.
- Defined response times
- Rule changes
- Release readiness
- Role administration
- Interface monitoring
- Improvement backlog
Optimisation
A structured review of how the platform is actually used: where overtime and premium pay come from, how many timecards are edited by hand, how well schedules meet demand, which modules you license and never switched on. The output is a prioritised list with an owner against each item, so you get the value from the platform you are already paying for.
- Overtime analysis
- Manual-edit reduction
- Schedule compliance
- Module adoption
- Reporting
Start with a Workforce Central readiness assessment.
Seen enough? This is the smallest way to start.
What makes us different
Two things we'll put in writing.
“Pay accuracy is the exit criterion”
We do not go live on a date. We go live when parallel pay runs reconcile and your payroll team has signed the variance report. A migration that lands on schedule and underpays people has not succeeded.
“The estate around it has one owner”
Hosting, identity, integrations and the workforce application itself usually belong to four different suppliers, which is how an SSO fault or a failed interface file gets passed between them. We run the cloud, identity and security estate the platform depends on, so there is one team to call.
Often bought alongside
Managed Cloud Services
Landing zone to steady state on AWS, Azure and Microsoft 365. We design the account structure, move the workloads, run the platform round the clock, and take the cost curve down while we are in there.
Explore05Application Modernisation
Lifting a monolith onto cloud infrastructure gets you the same application with a worse bill. We modernise the thing itself.
ExploreNext step
Start with a Workforce Central readiness assessment.
Two to three weeks, with read-only access to your current configuration and interface list. You get an inventory of every rule, accrual and integration, a disposition for each, a migration sequence built around your pay calendar, and a costed estimate. If you stop there, you keep the report.