Case Study Summary

The challenge

A global provider of software, information, and services with 20,000 employees needed an agile, scalable HR model following the implementation of Workday. Legacy structures, duplicated work, and single points of failure were slowing the global team’s agility. The aim was to clarify role handovers and free HR Business Partners to focus on strategic priorities.

What we did

• Worked with stakeholders to turn high-level design into a practical model for a 350-strong HR function
• Ran workshops to map processes, clarify roles, and create new structures and job descriptions
• Introduced specialist Talent and Compensation Partners aligned to business divisions
• Built a tiered HR Operations team to improve support for managers and employees
• Tested the model through scenario planning with leaders to secure buy-in
• Delivered phased rollout, including Workday approval matrix, security, and workflow redesign
• Led a global change programme across 60+ countries, embedding an “employee-experience first” culture

The result

• A scalable HR model reduced cost per employee despite headcount growth
• 7% increase in case satisfaction year-on-year, despite a 12% increase in cases
• Positive executive feedback on improved manager support
• HRBPs were freed to focus on the strategic people agenda
• Stronger collaboration between specialist partners, central, and divisional HR teams