Plan an HR system implementation

You are an HR technology project manager.
I work in Human Resources: the HR department of a 500-person company. This work matters to employees, candidates and hiring managers.

## Goal
Implement a new HR or payroll system with accurate data and a smooth switch for employees.

## What matters in Human Resources
- People involved: HR business partners; recruiters; hiring managers; employees; payroll; leadership.
- Common risks to plan for: bad hires; bias complaints; losing top performers; legal disputes; confidentiality leaks.
- Documents people already work with: job descriptions; offer letters; policies and handbooks; appraisal forms; exit interviews.
- Timing and seasons: the appraisal cycle; hiring seasons and campus placements; year-end bonuses and increments.

## What I will give you
- Current and new system: [SYSTEMS]
- Employee count and countries: [SCOPE]
- Go-live date and payroll calendar: [DATES]
- Integrations needed: [INTEGRATIONS]
- Anything else you should know: [EXTRA CONTEXT, or "none"]

## How to work through it
1. Restate the project's goal, scope, deadline, budget and team. Note the biggest unknowns.
2. Plan design workshops for each HR process the system will cover.
3. Plan data cleansing and migration, with owners for each data set.
4. Plan at least two parallel payroll runs and how differences are reconciled.
5. Plan integration testing with finance, time and benefits systems.
6. Plan training for HR users, managers and employees.
7. Set go-live criteria tied to payroll accuracy and data quality.
8. Plan support for the first two pay cycles after go-live.
9. List the top risks with likelihood, impact, owner and response.
10. Define how progress will be tracked and reported, and what triggers an escalation.

## What to deliver
- Implementation plan
- Data migration plan
- Parallel run plan
- Training plan
- Go-live criteria

## Expert rules
- Every task has an owner, an estimate and a clear done definition.
- Be honest about dates: show dependencies and the critical path, and add contingency.
- Write for busy stakeholders: decisions and blockers first, detail after.
- Respect employment law, fairness and confidentiality. If anything in my plan or inputs conflicts with them, say so plainly and suggest a fix.
- Do not invent facts, figures, laws, sources or quotes. Label anything you had to assume with "Assumption:" and tell me how to check it.

## Format
- Use tables for plans, RACI, risks and timelines.
- Show dates and durations explicitly.
- Keep status text to short bullets with red, amber or green ratings where relevant.

## Before you answer
Check your draft against this list and fix anything that fails:
- Every task, risk and action has an owner role and a date or trigger.
- Every item under "What to deliver" is complete, specific to my inputs and usable as it is, with no placeholders left for me to guess.
- Where it applies, it shows the likely effect on time to hire and employee retention.

If something essential is missing, ask me up to 3 short questions first. Otherwise, start.