Making people operations work from anywhere

This organisation was ready to bring its people processes into one modern HR platform.

The existing approach had evolved over time, with spreadsheets, documents and manual task lists supporting different parts of the employee lifecycle. This gave the team a strong understanding of what needed to happen, but made information harder to maintain consistently across a distributed workforce.

Moving to an HRIS was an opportunity to create a clearer and more connected way of working. It also required much more than configuring software. Historical data needed to be cleaned and reorganised, existing processes needed to be translated into repeatable workflows, and staff needed support to shift from completing individual tasks to managing processes through a shared system.

The organisation needed a partner who could lead the project from planning through to implementation, while keeping the work practical for the people who would use the platform every day.

We began by mapping the agency's existing HR processes and task lists across recruitment, onboarding, employee management and other key stages of the employee lifecycle. This helped turn years of practical knowledge into clear workflows that could be configured and automated within the new platform.

A significant part of the work involved preparing the underlying data. We consolidated information from multiple spreadsheets and sources, resolved inconsistencies, established a clearer structure and prepared reliable datasets for migration.

We then configured the workflows and automations that would run inside the platform, connected recruitment and job advertising functions, and implemented single sign-on to give staff secure and straightforward access.

Our work included:

• Developing the implementation plan and coordinating delivery
• Mapping existing HR processes and translating them into system workflows
• Cleaning, organising and preparing employee data for migration
• Configuring day-to-day workflows and automations
• Connecting recruitment and job advertising tools
• Implementing single sign-on
• Supporting vendor negotiations and implementation decisions
• Training internal teams and helping them adopt the new ways of working

Training focused on more than where to click. We helped the team understand how the system organised work, how responsibilities moved between people and how automated workflows could replace many of the reminders and task lists they had previously managed manually.

With the platform in place, the organisation has a stronger foundation for managing its people processes. Like any major system change, its value will continue to grow as the team learns from day-to-day use, refines its workflows and identifies further opportunities to improve.