Your Oracle HR estate is already live. Few are ever finished.
The platform was bought, the core went in, and then the programme ended. Modules stay unswitched, payroll runs alongside spreadsheets, customisations go undocumented. TECH ECS is a post-implementation Oracle HR practice. Our work starts where most programmes stop.
Talk to our HR practice →Stabilise. Optimise. Transform. Innovate.
Four stages, one continuous relationship. We are built for the harder half of the lifecycle: estates that are already live, already customised and already carrying history. Start at any stage, on a system implemented by anyone, and we take it forward from there.
Four stages. One continuous relationship.
Where you start depends on what the estate needs today. Each stage has a natural entry point, and none of them requires committing to a programme first.
Stabilise
Make it dependable. Named production support, payroll and period-end reliability, patching and statutory updates, and documenting what was never documented.
Optimise
Use what you already own. Switching on unused modules, replacing manual workarounds, lifting self-service adoption and clearing the enhancement backlog.
Transform
Change the shape of the estate. Fresh HRMS implementations, Fusion HCM rollout, EBS to Fusion migration and legacy customisation modernisation.
Innovate
Compound the value. Workflow automation, workforce analytics, enterprise integration and an improvement roadmap reviewed every year.
The full Oracle HR lifecycle, under one team.
Functional consulting, technical engineering and managed services from the same delivery team. You do not have to take all of it. Start where the pressure is.
Core HR
Organisation structures, positions, assignments and workforce data, configured to how your business actually runs.
Payroll
Payroll setup, elements, balances, statutory compliance and period-end, with support through every cycle.
Absence Management
Leave plans, accrual rules and entitlement policies, taken off spreadsheets and into the system.
SSHR and MSS
Employee and manager self-service configured and adopted, so HR stops fielding requests that the system can handle.
Oracle Time & Labor
Timecard configuration, approval routing and the integration into payroll that makes the data worth capturing.
Oracle Learning Management
Course and certification structures, enrolment workflows and completion tracking across the workforce.
iRecruitment
Vacancy management, applicant flows and the handover into Core HR when an offer is accepted.
Oracle Fusion HCM
Cloud HCM implementation, module rollout, integration and post-go-live support, whether you are moving off EBS or standing up HCM new.
Application Managed Services
The core of our practice. A named team, monthly, covering incidents, payroll cycles, enhancements, patching and performance.
Built to Oracle standards, so the next team can maintain it.
Customisation is where most HR estates become expensive to own. We build what we intend to support, and we document it as we go.
Custom development
Oracle Application Framework, Forms and Reports, PL/SQL, Workflow, Alerts and Concurrent Programs, built to Oracle development standards.
Reports and analytics
BI and XML Publisher, Discoverer and custom reporting that gives HR and finance the same numbers.
Interfaces and APIs
Oracle APIs and Open Interfaces, inbound and outbound design, downstream payroll and finance feeds, with error handling built in.
Data migration
Source assessment, cleansing strategy, mapping into Oracle HRMS structures, reconciliation and multiple mock loads before cutover.
Performance tuning
SQL and application tuning on estates where reports time out and payroll runs take longer every quarter.
Legacy customisations
Undocumented personalisations assessed, rationalised and either rebuilt properly or retired.
Both platforms, one delivery team.
We work across EBS HRMS and Fusion HCM, so the platform question stays a business decision rather than a vendor conversation.
Oracle EBS HRMS
For organisations invested in E-Business Suite, extending coverage and keeping HR and payroll stable and compliant.
- Module rollout across the HR suite
- Customisation, reports and interfaces
- Production support and payroll cycles
- Patching, statutory updates and regression testing
- Performance tuning and data quality
Oracle Fusion HCM
For organisations standing up cloud HCM or planning a move from EBS HRMS, with the customisation question answered early.
- Fusion HCM implementation and rollout
- EBS HRMS to Fusion migration
- Customisation mapping before a timeline is committed
- Integration into the wider enterprise landscape
- Post-go-live support and continuous improvement
How close the team sits is your call.
Client-facing consulting across the GCC, backed by our Offshore Delivery Centre in India. Where the team sits is a separate decision, and it is entirely yours.
At your location
Embedded with your HR and IT teams for design, CRP, UAT and go-live.
Middle East
Delivered from our regional hub, close to your business hours and payroll calendar.
India
From our delivery centre, for depth of bench across functional and technical skills.
A secured blend
Mixed to suit the workload, the timeline and the sensitivity of the data involved.
Six stages. Nothing improvised.
A structured, milestone-driven approach aligned to Oracle implementation best practice. The methodology ends where our managed services begin.
Discover
Requirement gathering, business process assessment and a full picture of the current system.
Design
Solution architecture with functional, technical and integration design documented before build.
Build
Configuration, custom development, interfaces, reports and data migration.
Test
Unit testing, system integration testing, UAT and performance testing.
Deploy
Production migration, go-live support and end user training.
Hypercare
Stabilisation, issue resolution, knowledge transfer and the transition into managed services.
Low commitment to start. Scope grows with confidence.
Most engagements begin with one of these. None of them requires a programme.
HRMS health check
What is configured, what is not, and what the gaps are costing in manual effort.
AMS transition
Take over production support from an incumbent or an internal team, with a structured handover.
Module rollout
Fixed-price delivery of a module you already own but have never switched on.
Enhancement backlog
Clear the queue of pending customisations, reports and interfaces that keeps getting deferred.
The details, up front.
Do you only work on systems you implemented?
No. Most of our HR work is on estates built by someone else. Stepping into a live, customised environment and taking responsibility for it is the core of what we do.
Do you still take on fresh implementations?
Yes. Implementation sits inside our four-stage model rather than ahead of it. Because we support what we build, configuration decisions are documented as they are made and customisation is kept to what earns its place.
Should we stay on EBS HRMS or move to Fusion HCM?
That depends on your licensing position, your customisation footprint and your cloud strategy. We deliver on both platforms, so we have no stake in which way the decision goes. The hard part is rarely the modules, it is deciding which customisations carry forward.
Is Oracle licensing included?
No. Licensing stays with you and sits outside our scope. Infrastructure is provided by you as well, unless we agree otherwise in the proposal.
Who runs the testing?
We prepare the UAT scripts and support one coordinated round of testing. Running the scripts and validating business processes stays with your functional team. Additional cycles beyond the agreed scope are scoped separately.
What does Application Managed Services actually cover?
Day-to-day incident resolution, payroll cycle and period-end support, enhancement and change requests, patching and statutory updates, performance monitoring, and an improvement roadmap reviewed annually. It is delivered monthly by a named team that knows your environment.
Can you start small?
Yes. A health check, a single module rollout or an enhancement backlog are all normal starting points. Scope grows as confidence does.
Tell us what you are running today.
Share a few details and our HR practice will reach out to talk through your Oracle estate, which modules are live, and where the gaps are costing you most.