Broomfield HR briefs council on ERP integration, benefits and employee engagement goals

Human Resources staff told the council the city’s enterprise resource planning (ERP) effort will include a human capital management (HCM) module that merges HR data, applicant tracking, benefits feeds and performance management.

“An ERP system on the HCM side allows us to look at, the human capital management, so our our greatest resource. That's everything from all the data that that surrounds employees that allows us to pay them biweekly, that allows us to enroll them in their benefits, pay the carriers through the benefit feeds,” HR staff said during the study session. Council members asked how implementation timelines align between finance and HR and whether data migration was included in the project schedule.

Staff said finance and HR maintain separate timelines for the ERP work: finance will manage the finance-side implementation while HR and its HR information systems data, applicant tracking and performance records will be migrated under HR’s schedule. Staff said integration will reduce manual work such as compiling turnover reports from multiple systems.

Council members also questioned rising employee insurance costs. HR staff said Broomfield’s plan remains competitive compared with peer municipalities and that a mix of consumer‑driven health plan design and employee education has helped restrain rate increases. HR staff noted the city has not raised employee premiums since 2022 despite market trends.

On employee engagement, staff clarified that the cited engagement score (80) reflects a 1–5 scale item tied to the question “Would you recommend Broomfield as a place to work?” and is not a percentage. The broader employee survey contains 29 items; the department is conducting action planning from the 2025 survey results and will set a 2026 target after the July survey period.

No formal action was taken; council requested further briefings on ERP timelines.