Official UK procurement notice
Human Capital Management Platform
Authority: BROMFORD FLAGSHIP LIVEWEST LIMITED (Public body)
What is being bought
Published requirement descriptionIntroduction
This notice is intended to open dialogue with the market and inform any potential future formal procurement process, to test market capability, supplier interest, delivery options and implementation feasibility. Progression to formal procurement is not guaranteed.
Bromford Flagship LiveWest (BFL) is exploring the future provision of its Human Capital Management (HCM) technology for approx 5,600 colleagues. Following organisational integration, BFL currently operates a broad range of legacy people systems and associated processes across HR, payroll, recruitment, onboarding, learning, talent, workforce management and employee relations.
This document supports early, informal engagement with potential suppliers. It is not a procurement exercise, invitation to tender or commitment to purchase any solution.
The engagement will help BFL understand available market capability, delivery models, indicative costs and implementation considerations before determining the scope and route of any future procurement.
BFL is testing whether its emerging ambition is achievable and appropriately framed. We want suppliers to help us understand:
• Whether a single platform can meet the breadth of need or whether an integrated ecosystem would provide a stronger outcome.
Read the full description (2,462 more characters)
• Which capabilities are standard, configurable, partner-delivered or dependent on third-party integration.
• Indicative commercial models and whole-life cost considerations.
• Realistic implementation approaches, sequencing, dependencies and timescales.
• Any material gaps, risks or emerging practice that BFL should consider before formal procurement.
Strategic Vision for People Services
BFL wants to create a connected, consistent and future-focused people technology environment that offers a simple experience for colleagues, managers and administrators while strengthening payroll assurance, workforce insight and organisational control.
Our ambition is to reduce fragmentation and duplication, increase self-service, improve mobile and field-based accessibility, automate routine activity and establish trusted people data that can support operational and strategic decision-making.
We are open to a single HCM platform, modular products within one technology family, or a well-integrated ecosystem. The preferred approach must provide a coherent user journey, clear system ownership, secure data flows and sustainable administration over the long term.
Design principles
• One colleague and manager experience, with single sign-on and minimal switching between applications.
• A reliable single source of people data with effective-dated records, governance and auditability.
• Configurable self-service and workflow that reduce manual intervention without weakening controls.
• Mobile-first and accessible design for office-based, remote and field-based colleagues.
• Open integration using modern REST APIs, event-based services and standard data exchange methods.
• Actionable reporting through native analytics and integration with Microsoft Power BI.
• Secure, compliant, vendor-managed cloud services with appropriate UK or EEA data residency.
• A platform and supplier roadmap capable of supporting future organisational change, AI and skills intelligence.
ADDITIONAL INFORMATION
This notice is issued for information gathering purposes only. Participation in this exercise will not confer any advantage or disadvantage in any future procurement process.
The contract value provided is an estimate based on current spend for a 5 year contract.
RESPONSE INSTRUCTIONS
Suppliers wishing to participate should contact [email protected] to receive more details about the planned procurement. The deadline for submission of information is 14 October 2026
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CPV: Business and management consultancy and related services · Recruitment services
The lotProcurement structure
single lot · no lot value publishedLot #1Lot 1Planned
Procedure terms & legal framework
From the official record- Legal basis
- UKPGA · 2023/54 Procurement Act 2023
- Procurement category
- Services
- Notice status
- Planned procurement
- Procurement threshold
- Above threshold (FTS publication)
- Regulatory regime
- Standard
- Commercial structure
- Stand-alone contract (no framework)
- Competition type
- Competitive procedure
- GPA / WTO covered
- Unspecified in notice
- Recurring procurement
- No (one-off requirement)
- First published
- 1 Oct 2026, 10:36 BST
- Last source update
- 1 Oct 2026, 10:36 BST
- Authority reference
Estimated value provided is for 5 year contract.- Latest notice
- Preliminary market engagement notice (UK2)
- Classification (CPV)
- Delivery area
- Official registry OCID
ocds-h6vhtk-077e4f
How it was run
- Submission deadline
- —
Timeline
3 published dates · Europe/London- Planning notice publishedearlier today1 Oct 2026, 10:36 BST
- Market engagementin 14 days14 Oct 2026, 23:59 BST
Current Position and Case for Change The current landscape is fragmented across legacy organisations and specialist systems. Bromford Flagship LiveWest currently utilize 12 different systems across its legacy organisations (three separate HCM products, two of which include integrated payroll, one more…
of which has a separate payroll solution), three learning management solutions, three applicant tracking solutions (two of which include onboarding and one of which does not); leading to significant challenges with cross regional management for central services, data collation and workflow management. Discovery feedback consistently identifies too many systems and logins, inconsistent user experience, manual processes, duplicated data, weak integration and limited self-service. Mobile and tablet usability, manager visibility and the consistency of notifications are also important concerns. Area and what we are interested in understanding •Fragmented platforms - Consolidated core HR, payroll, recruitment, onboarding, and case management, with either consolidated or tightly integrated learning, talent and workforce management •Multiple colleague records and hand-offs - Create governed, effective-dated data with automated lifecycle workflows and clear ownership. •Inconsistent self-service - Enable colleagues and managers to complete routine processes easily, with appropriate approvals and security. •Manual payroll and HR administration - Automate calculations, validations, notifications, document generation and downstream updates. •Limited cross-group insight - Provide consistent reporting, dashboards and secure access to trusted organisation-wide data. •Office-centric digital experience - Deliver responsive web and mobile access suitable for dispersed and operational workforces. •Complex contracts and renewal points - Create a sustainable commercial and implementation roadmap that reduces continuity risk. Scope and Implementation Objectives BFL has not finalised its procurement or solution architecture. The current ambition is to establish a strategic HCM capability for approximately 5,600 colleagues and to rationalise the existing landscape through a phased, controlled implementation. Suppliers are invited to recommend the most appropriate migration strategy, implementation methodology, deployment sequence and phasing. Recommendations should consider payroll continuity, data quality, integration readiness, organisational capacity, testing, change and adoption. The target operating model must include a core HR and payroll platform with native capabilities for recruitment, onboarding, expenses, time, absence and employee relations. We are interested in understanding models which may have either native or integrated learning, talent and workforce planning capabilities. BFL is particularly interested in how suppliers would preserve a consistent user experience and trusted data model where multiple products are proposed. Areas of Capability We Are Exploring Area and what we are interested in understanding •Core HR and organisation management - Effective-dated colleague, employment, position and organisational records; multiple employments; subsidiaries; departments; teams; cost structures; terms and conditions; configurable fields; documents; lifecycle changes; and employee and manager self-service. •Payroll and pensions - Ability to manage multiple payrolls and pay frequencies; ad-hoc payments; real-time or in-period calculation; retrospection; pro-rating; complex elements; statutory deductions; pensions and auto-enrolment; benefits in kind; costing; HMRC integration; payroll assurance and reporting. •Recruitment and candidate management - Applicant tracking or robust integration with specialist ATS products; configurable applications; shortlisting; interview scheduling; candidate communications; job board and assessment integration; talent pools; analytics and inclusive, accessible candidate journeys. •Onboarding and pre-boarding - Digital offers, contracts and e-signatures; references; right-to-work and DBS integration; configurable forms and workflows; pre-start portal and communications; document capture; task tracking; learning access; and seamless creation of the core HR record. •Time, expenses and workforce management - Expenses and receipt capture; approval and policy controls; overtime and TOIL; working patterns and rotas; shift planning; real-time adherence; holiday and absence management; team availability; and integration with pay and costing. •Employee relations case management - Configurable case types, stages, tasks, correspondence, outcomes and warnings; secure role-based access; evidence and audit trails; alerts and management information. •Document management and e-signature - Secure employee documents; bulk generation and upload; employee visibility; retention; lifecycle-triggered correspondence; compliant e-signature; versioning; audit and support for information rights requests. •Workflow, notifications and automation - Configurable, event-driven workflow and approvals; delegations and alternative approvers; lifecycle triggers; stakeholder notifications; integration events; exception handling and administrator control. •Reporting, analytics and AI - Role-based dashboards; point-in-time and trend reporting; self-service reporting; direct and indirect team views; exports; Power BI integration; data APIs; natural-language insight; responsible AI; anomaly detection, decision and process support. •Communications and engagement - Targeted system communications; policy and guidance content; integration opportunities with Microsoft 365, SharePoint and Viva Engage; notifications to internal and external users. •Future external user capability - Potential secure portals for applicants, pre-joiners, leavers, contractors, partners or other external learner groups, with appropriate licensing and data segregation. Additional – in system or strong integration to external providers •Learning management - Role-based and mandatory learning; recurring training and expiry; SCORM and other standard content; classroom and virtual events; pathways; course creation; external learners; notifications; compliance dashboards and learning records. •Talent, performance and skills - One-to-ones, probation, check-ins and appraisals; goals; development plans; performance calibration; skills frameworks and gap analysis; career pathways; succession planning; critical roles and organisational capability insight. We would be interested to understand both the local Learning Management, Talent and Workforce planning capabilities of the solution, as well as its ability to integrate with independent solutions, and pricing options which reflect both. - Contract starts3 Apr 2028, 00:00 BST
Commercial outcome & contract awards
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- Bid statistics
- No aggregate bid statistics published
Notice history
1 event · 1 release on Find a Tender- Preliminary market engagement notice published1 Oct 2026, 10:36 BSTUK2
Contracting authority & participating public bodies
Official documents & specifications (1)
Official links; attachments are not copiedNotices published for this procedure
- Preliminary market engagement notice Preliminary market engagement notice on Find a Tender