HR + Finance Transformation
This global data, insights and consulting company had a transformation strategy and engaged Practicus to deliver key components of it across HR, Finance and Procurement Functions.
Business Case Development
The leadership team wanted to underpin operating model changes, achieve more effective people forecasting to sustain savings and reduce attrition by modernising employee’s experience of HR. Practicus consultants justified these ambitions – evaluating the benefit, cost and risk of various options – and providing a rationale for the preferred solution – translating them into a programme of work. We assessed Human Capital Management (HCM) technology and systems integrators. We captured and defined sponsor requirements and developed and ran workshops taking 15 managers through popular functional processes for real world performance insights – scoring each. We wrote a detailed business case with a 5-year Net Present Value incorporating everything from resource planning to forecasting, providing $58m returns on $8m invested. We submitted the business case and achieved board approval.
Practicus consultants worked with managers representing 70 countries to define individual change impacts of a programme to create ‘fit for the future’ HR and Finance functions. We coordinated and co-developed the change management plans with leaders and design consultants. We ran impact assessment workshops, created business readiness assessments and managed provision of one-to-one coaching with impacted staff. We enhanced templates, created change checklists, building actions into plans to monitor delivery. We provided change communications, training and managed resistance to change.
Programme & Project Management
Practicus managed each of the three functional programmes. We led the HR transformation up to technology implementation, creating the business case, mobilising a team and building a programme control structure using stage-gate methodology across workstreams, introducing status reviews and governance forums. We established a framework and developed tooling and templates, putting in place governance controls. We ran weekly reviews, managing plans across multiple workstreams, obtaining status reports from every country. We built reporting processes and controlled risks and issues to ensure delivery of milestones and established and operated the HR change portfolio body to support the new HR strategy.
Digital, technology and cyber
Practicus evaluated all the relevant cloud-based digital HCM technologies for the HR programme against business requirements. We mapped how data from various HR and Finance systems would flow into the selected HCM technology predicting integration costs for the business case. We mapped out costs and impacts of twice-yearly software upgrades and evaluated risks and issues around security and cyber.
Development of policy
As part of HR modernisation, we led the project to develop a Diversity and Inclusion (D&I) policy. We identified the need and what D&I meant to the organisation and after gathering information from recognised D&I experts and internal stakeholders, we co-drafted the D&I strategy with the CHRO and policies to support it. We established appropriate and consistent inclusion targets and analysed how the HR centres would hit them, as well as defining sustainable tracking and review mechanisms. The policies we co-developed and processes.
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