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Phase 2: Business Process Redesign (BPR)

For information about the completed Phase 1: Banner-to-PeopleSoft Migration, click here.

The Human Resources and Payroll Business Process Redesign (BPR) initiative officially kicked off Friday, March 31, 2017. The purpose of the initiative is to redesign business processes to increase efficiency, fit for future-state technology, and minimizing overlaps in the next step towards moving to the new HCM Cloud solution.

The future-state solution will improve Service Excellence by reducing cycle times and removing administrative inefficiencies. The future-state business processes will be informed at each step by the voice of the customer, represented by feedback from a diverse group of identified stakeholders and subject matter experts working within varied departments and schools at the university.

As Rutgers University leadership continues to focus on building a “One Rutgers” culture, this initiative will play an important role by focusing on the following business drivers:

Business Drivers

  • Efficiency/effectiveness
  • Service delivery
  • Role clarity
  • Governance
  • Transparency

You may also view the Kickoff deck for more information pertaining to the project overview and scope.


It’s important to set expectations early in order to be clear about what we plan to accomplish with this important initiative:

What to Expect

  • A comprehensive review, which consists of both department-level and centralized activities of the current-state business processes around, but not limited to, the following:
    • Classifying a Position
    • Recruiting and Onboarding a New Employee
    • Benefits Administration
    • Leaves of Absence
    • Title Changes
    • Salary Changes (Increase / Decrease or Change in Salary Source)
    •  Separations from the University

The goal is to create a starting point for future process design and to capture variations in process from school to school or department to department.

  • A collaborative approach to designing future-state business processes around each of the above areas, in order to create standard operating procedures for HR and Payroll operations at Rutgers University.
  • Internal and external benchmarking of future-state processes to ensure that they meet the diverse needs of departments at Rutgers while also representing best-in-practice HR and Payroll service delivery.
  • Clearly identified and articulated roles and responsibilities around current-state and future-state processes, so that everyone is working from the same process manual.
  • In-depth documentation of current-state and future-state processes in order to create training documents for future-state implementation.

What Not to Expect

  • Deployment of redesigned processes in this phase. The Business Process Redesign project is intended to build out future-state processes, which can be implemented and migrated into the Oracle HCM Cloud.
  • While the HR/Payroll BPR Project Team may identify some “quick wins” in terms of easily implemented solutions for the sake of compliance or efficiency, the bulk of the redesigned processes are intended exclusively to be implemented as we move to the Oracle HCM Cloud.
  • Future-state business processes designed from a current-state technology lens. When developing future-state processes, the project team and stakeholders will separate process considerations from technical requirements, so that we will have a truly business-led process redesign initiative.