Union rules, certified payroll, multi-state tax filings, prevailing wage, benefits feeds. The margin for error is small. Yet across third-party review sites in construction SaaS, implementation is often where projects stall and risk increases.
Sometimes that risk begins earlier than go-live.
It can start during the sales process. Features may be oversold to close a deal. Critical nuances may not be uncovered in discovery.
The contract gets signed, and implementation begins. That’s when the strength of the implementation approach is tested. If expectations weren’t aligned or complexity was underestimated, the risk of a poorly structured implementation becomes visible.
At that point, the risk shifts to your team.
When you’re evaluating a construction time and payroll solution, there are several factors that deserve scrutiny. Integration quality into your accounting system is one. Reporting capabilities are another. But the implementation approach is often underestimated, and it’s one of the clearest predictors of success.
If you’re evaluating a construction time and payroll solution, implementation should carry more weight than most buyers initially assign to it.
Before you sign, validate the implementation model.
Construction time and payroll systems aren’t plug-and-play tools. They’re compliance engines. That means the vendor’s structure, experience, and discipline matter just as much as product functionality.
Here’s what to look for.
1. A Defined Implementation Structure
If a vendor can’t clearly articulate how implementation works, that’s a red flag.
You should expect:
At hh2, our implementation model follows a disciplined, phased approach designed specifically for construction payroll. Each engagement includes defined milestones, accountability checkpoints, and readiness requirements to protect your go-live date.
You should be able to understand exactly how implementation unfolds before you buy.
2. A Dedicated Implementation Specialist
Payroll implementation requires white-glove support from a specialist that understands your business.
You should have:
Rotating consultants or shared inbox support increase execution risk.
3. A Structured Readiness Process
Ask to review their implementation preparation requirements.
A serious vendor will provide:
Clear expectations at the beginning prevent delays later.
4. A Functional Knowledge Base
Operational continuity matters long after go-live.
A mature knowledge base platform includes:
If your team can’t self-serve basic operational questions, you’ll feel it in the first payroll cycle.
Once the contract is signed, success depends on execution on both sides. Even the strongest vendor can’t carry implementation alone. From what we consistently see in successful payroll deployments, three factors matter most.
1. Assign a Clear Internal Owner
This should be an accountable role, not a passive one.
Your internal lead should:
Implementation stalls when ownership is unclear.
2. Maintain Consistency and Momentum
Momentum protects your go-live date.
Missed meetings, delayed documentation, or incomplete data create cascading impact. Payroll configuration is sequential. If data preparation is delayed, configuration compresses. If configuration compresses, testing suffers.
In our implementation approach, scheduling aligns with customer readiness to protect execution quality and timing.
A strong implementation approach depends on consistent participation from both sides.
3. Treat Testing as Risk Mitigation
User acceptance testing isn’t optional.
Before launch, you should:
A structured test payroll run is your final safeguard before go-live.
Anthony Tari, VP of Operations at hh2, puts it this way:
“Payroll implementation isn’t just system configuration. It’s a transfer of operational trust. If we don’t fully understand how payroll runs inside your business, including unions, tax footprint, and compliance nuances, we haven’t done our job.”
That philosophy shapes our approach.
1. Clear Milestones and Accountability
Our implementation model defines milestones across data preparation, configuration, testing, go-live, and post-launch support.
You’ll know:
2. Dedicated Partnership
Every hh2 customer receives:
Mutual accountability is built into the process.
3. Support at Go-Live and Beyond
Payroll doesn’t pause for transition.
During your first live payroll cycles and enrollment periods, we provide elevated support before transitioning you to long-term customer success.
The goal isn’t just deployment. It’s operational confidence from day one.
When you’re evaluating construction time and payroll software, features matter. Integration depth matters. Reporting matters.
But the strength of the implementation approach is what determines whether those features translate into operational confidence.
If a vendor can’t clearly articulate their implementation structure, readiness requirements, accountability model, and testing process, you’re assuming more risk than you realize.
Payroll is too critical to leave to ambiguity.
hh2’s implementation framework is consistent across our entire platform, including Time, HR, Payroll, and our broader accounting integrations. The same structured methodology, accountability model, and go-live discipline apply in every deployment.
If you’re evaluating a construction time and payroll solution and want to understand what disciplined implementation looks like, schedule a demo with our team. We’ll walk you through our implementation approach and how it applies to your environment.