AIBU to leave a new job because their working software isn’t fit for purpose?

[pleasehelpmewithmydilemma]

I have been in my new job for nearly 6 months now. Love the company and the people,
At my interview, I was told that a new operating system was on the cards.
Now I learn that yes, the idea of a new system has been proposed but it is a good two years away.
The issue is that the current system is over 20 years old and really not fit for purpose. I am wasting so many precious hours on the phone to system support as the system is full of glitches and cannot do what it is legally supposed to do.
I’m at my wits end and am seriously considering jacking it all in.
AIBU?

If it's causing legal issues can you push for the system sooner?
Is your line manager aware you cannot do the job?

Could you find another job fairly easily?

They will find it much harder if they lose you!

@jackstini I work in HR and payroll so theoretically, yes, there could be legal implications for doing things incorrectly.
My Line Manager is aware of the issues but is so laid back about it he doesn’t seem concerned at all.
But ultimately, the buck now stops with me and I hate the loss of control and the knowledge that things aren’t right.
I could get a new job, I suppose, but I’ve invested a lot in this already.
I am literally tearing my hair out, on the phone to HMRC again (who don’t help with their utter incompetencey).

Your company could be tied in to tender with the company who provide the system.

Does the buck actually stop with you, as in are you personally liable if mistakes occur? If so, do you have budgetary control that you can authorise a temporary solution? Based on the field you say you're in, there are quite a lot of IT solutions you can pay for on a month by month licence.

Could you put together a briefing that illustrates the business risks (financial, reputational etc) of not acting for another 24 months? If the directors/decision-makers decide they can live with those risks, then I would say the buck stops with them.

Whether or not you can bear to keep using the unreliable system is a different question...

Surely the responsibility would only lie with you personally if you are a director of the company? I would write up the impacts of the old system with pros/cons and cost/budget and talk to my line manager. I'd also discuss the fact that you feel personally liable and ask for clarification.

Are you sure you aren't over-stating how bad this is? You have also criticised HMRC, they used to be slow and difficult to deal with years ago but frankly now they have really changed and are pretty good and helpful in my experience.

Feel for you OP - I know from a family member that HMRC can be fabulous or dire depending on who you get to speak to and your company situation

If you are going to be personally liable for any legal errors, I would raise the concern with your line manager (& possibly his?) in writing

Also ask why the system changes are 2 years away (Is it being in a contract, financial reasons, need other hardware etc before you move?) and what you can do to bring them closer

When I say the buck stops with me, I mean I will be held accountable by the Board for any issues that arise within HR/payroll. And we all know that if there are discrepancies with HMRC, they are so inept at listening to explanations and admitting their own shortcomings that financial penalties are a possibility.
I am documenting everything so that I can go to the Board with my concerns.
I am not responsible for budget allocations or the big decision making. But I am responsible for HR and payroll.