Challenges
Two recent large acquisitions resulted in more than doubling the employee population and therefore led to a fragmented HR systems landscape.
After a recent pulse survey, it was evident that their employee experience was being impacted by tools that were no longer fit for purpose. They were looking for a partner to develop an ‘as is’ state assessment, HR technology strategy and roadmap, business case, and product selection to support the transformation of their HR Technology.
The partway through selection of another merger and acquisition process meant a change of course and re-evaluation (first deployments went live in late 2022).
How LACE helped
‘As is’ technology assessment:
Conducting extensive interviews to understand existing gaps and requirements.
Roadmap
Developing the future technology roadmap, along with an associated resource profile, costs and a sustainable delivery approach.
Accelerator tools
Using an innovative tool to assess the benefits and execution of projects to support with prioritisation and identifying dependencies.
Robust business case
Focusing on operational and experience outcomes aligned to business priorities, ensuring alignment across the leadership team.
Vendor selection
Developing the product request for proposal (RFP) based on over 1,500 requirements and facilitated selection of the new platform through a competitive RFP
Implementation
Project management, including deployment, solution architecture, change management, service transition.
Change management
Managing Activities including change impact assessment, creating strategic engagement plans, delivering and engaging change champion network
What we learnt
- Being agile and ready to pivot and shift resources when working in merger and acquisitions environment is critical to project success
- Increasing the speed and value through accelerators can add tangible value and get to results at a rapid pace that helps the client reach their goals quicker
- Having an active HR and IT leadership engagement throughout the project is key to reach outcome
What made us fundamentally different
- A tech agnostic status allowed LACE to provide the most natural alignment to the needs of the client; this is often not the case with many consultancies who would lean towards a specific type of system.
- Putting a true HR transformation perspective on the work; it was not just a technology-specific team that were on the project. This meant that we were able to provide a more holistic view on the value of the technology supporting the delivery of the people strategy with HR people providing practical HR advice on the right type of tech.
