The Department of Homeland Security’s (DHS) Immigration and Customs Enforcement (ICE) is moving forward with a major modernization initiative, preparing to award a blanket purchase agreement (BPA) for a new, end-to-end human capital management solution (HCMS) powered by Workday.
ICE currently plans the firm-fixed-price award to be valued at over $100 million, with an expected award in the second quarter of Fiscal Year (FY) 2026. The agency has scheduled the solicitation release for December 10, with contract completion anticipated by February 2030. ICE will compete the BPA under the General Services Administration (GSA) Schedule, and work will take place in Washington, D.C.
This significant contract will equip ICE’s Office of Human Capital with comprehensive, modern technology for its workforce management. The new Workday HCMS will provide complete human capital capabilities, including streamlined processes for:
- Recruitment and onboarding
- Career development and performance management
- Benefits administration and retirement planning
The system will allow authorized users across the agency to efficiently create, modify, view, and manage personnel records, ensuring data consistency and efficiency for the agency’s human resources operations.
🤝 Engaging with the GovCon Community
The federal government is consistently prioritizing technology modernization, and these large, complex human capital management projects are key components of that shift.
Are you a contractor or systems integrator pursuing this space? Securing a role on a $100 million-plus contract like the ICE HCMS BPA is a substantial win that establishes a prime contractor or key subcontractor as a leader in federal enterprise IT.
Here are a few tips for success in tackling large-scale federal HR modernization contracts:
- Prioritize Change Management: Technology is only half the battle. Successful integration of a new system like Workday relies heavily on user adoption. Implement a robust, proactive change management plan that focuses on training and clear communication to internal agency stakeholders from day one.
- Ensure Federal Compliance: While Workday is a commercial solution, its implementation must rigorously comply with unique federal requirements, including security protocols (like FedRAMP), privacy standards, and agency-specific HR policies. Deep expertise in federal regulatory compliance is non-negotiable.
- Focus on Integration, Not Just Installation: A new HCMS must seamlessly integrate with existing federal finance, payroll, and security systems. Propose an architecture that emphasizes interoperability and a phased, low-risk approach to data migration.
By mastering these operational and compliance challenges, contractors can effectively partner with agencies like ICE to execute a smooth transition to modern, efficient HR platforms.
