Practice Areas

Six practice areas.
One standard of delivery.

Three areas where The Cadence Partners is the reason clients engage. Three that follow naturally once we are in the room. The same standard of honest assessment and disciplined execution applies to all of them. Acquisition integration is woven throughout.

Lead Practice

Program Recovery
and Stabilization.
We fix it.

When a program has lost momentum, credibility, or both, the organizations that recover fastest bring in an independent senior practitioner before the situation becomes irreversible. The Cadence Partners enters at the senior level, conducts an honest assessment of what is actually happening, and builds a path forward that leadership can stand behind.

This is not a methodology. It is pattern recognition built over 25 years of high-stakes HCM and payroll programs that could not afford to fail.

Full practice detail →

Who this is for

Organizations where a go-live has failed or missed its date

Teams where the implementation partner relationship has broken down

Programs where the executive sponsor has lost confidence

Situations where budget has been consumed without a credible path to completion

Any program where internal leadership knows something is wrong but lacks the data to act on it

What the engagement looks like

Independent assessment. Honest, senior-level review of where the program stands. Documented and presented to leadership directly.

Stakeholder alignment. The right decision makers aligned on what recovery actually requires before execution begins.

III

Revised roadmap. A realistic, defensible recovery plan that reflects what the situation honestly supports.

Delivery oversight in cadence. Weekly structured touchpoints. Status reporting that reflects reality. Senior presence throughout.

Stabilization. The engagement ends when the organization is genuinely stable, not when the contract term expires.

Strategic Entry Point

HCM Conversions, Upgrades
and Acquisition Integration.
Accountable for the outcome.

Your implementation partner is accountable for delivery. The Cadence Partners is accountable for the outcome. We provide independent senior oversight above the project, enforcing best practices and surfacing risk before it becomes a crisis.

This includes organizations managing active acquisition activity, from single integrations to repeatable M&A playbooks. As companies continue to grow through acquisition, HCM integration is no longer a specialty. It is a requirement.

Who this is for

Organizations moving from Lawson S3 to Infor GHR, Workday, Oracle, or other platforms

Companies that have recently acquired another organization and need to integrate HCM systems

High-growth firms executing multiple acquisitions who need a repeatable integration playbook

Organizations whose upgrade is underway but lacks independent senior oversight above the implementor

What the engagement looks like

Current state assessment. Platform audit, gap analysis, and readiness review before conversion work begins.

Oversight and governance. Independent senior layer above the implementation partner. Risk surfaced early, decisions escalated correctly.

III

Data migration and integration. Sequenced migration planning with parallel environment management and validation.

Go-live and stabilization. Senior oversight through cutover and the stabilization period. Documentation and knowledge transfer to your team.

ServiceNow Practice

ServiceNow Integration
and HRSD.
The front end employees actually use.

When ServiceNow is implemented well alongside an HCM platform, it becomes the front end employees use to get help from HR and payroll. That reduces friction, improves adoption, and makes the back office more responsive. We bring hands-on experience as both an end user and implementer of ServiceNow, including the ITSM to HCM integration layer that most implementations get wrong.

We own the functional and architectural layer, ensuring the systems operate as a cohesive whole rather than two platforms running in parallel.

Full practice detail →

Who this is for

Organizations that have ServiceNow but have not connected it meaningfully to their HCM environment

HR teams whose employees still email or call for routine requests that ServiceNow should handle

Companies implementing HRSD for the first time who need someone who understands both sides

Organizations where the ServiceNow and HCM teams are not working from the same blueprint

What the engagement looks like

Integration architecture review. Current state of both platforms, gap identification, and integration blueprint.

HRSD configuration and workflow design. HR Service Delivery built around how your organization actually works, not a generic template.

III

HCM data integration. Employee data flowing correctly between systems so ServiceNow reflects the HCM source of truth.

Testing, training, and handoff. End-to-end testing, employee and manager training, and documentation your team can maintain.

Additional Practice Areas

Three areas that follow
naturally once we are in the room.

These practices are most often engaged following or alongside a lead practice engagement. The same senior delivery standard applies across all of them. Advisory now encompasses both Technology and Platform guidance and HCM and Payroll Transformation planning. View full detail for all three

HCM and Payroll Implementation Leadership

Senior principal-led delivery from discovery through go-live across Infor GHR, Lawson S3, Workday, Oracle Fusion Cloud, Ceridian, ADP, and ServiceNow. Full HR, payroll, benefits, and absence management implementations. Systems that have to work on day one for thousands of employees.

Best for organizations that need senior functional leadership on a new implementation, not just project management.

Advisory

Vendor-neutral guidance across two areas: technology and platform selection, and HCM and payroll transformation planning. No software affiliations. No referral arrangements. Whether you are evaluating platforms before an RFP, assessing whether your current system is the right long-term fit, or planning a payroll transformation across a complex environment, the approach is the same, honest assessment of what your situation actually requires before any vendor is involved.

Best for organizations making significant platform or transformation decisions and wanting independent senior guidance before committing.

Six practice areas.One standard of delivery.

Program Recoveryand Stabilization.We fix it.

HCM Conversions, Upgradesand Acquisition Integration.Accountable for the outcome.

ServiceNow Integrationand HRSD.The front end employees actually use.

Three areas that follownaturally once we are in the room.

Six practice areas.
One standard of delivery.

Program Recovery
and Stabilization.
We fix it.

HCM Conversions, Upgrades
and Acquisition Integration.
Accountable for the outcome.

ServiceNow Integration
and HRSD.
The front end employees actually use.

Three areas that follow
naturally once we are in the room.