Who We are
Case Studies
Client Case Studies of Insight HR, LLC
Case Study #1
Executive Summary:
As Principal Consultant at Insight HR, I spearheaded the successful implementation of a comprehensive HRIS system for a mid-sized retail company. This endeavor addressed the challenges they encountered in efficiently managing their expanding workforce. The project yielded substantial improvements in HR operational efficiency, employee data accuracy, and reporting capabilities.
Client Background:
The client, a mid-sized retail company with approximately 500 employees, was undergoing rapid expansion. Their existing HR processes were predominantly manual, resulting in inefficiencies and inaccuracies in core HR data.
Case Study #1
Primary Challenges
HR Operations
Significant time is currently spent on manual processes, leading to high data error rates.
Analytics
Data spread across disparate systems hinders analytics and reporting capabilities.
Current systems necessitate extensive training and are not scalable to accommodate growth.
Scale to Growth
Case Study #1
Solutions
Needs Assessment
.
Conducted a thorough analysis of the client's HR processes to identify system requirements.
Assisted in selecting an HRIS system (e.g., Workday) that met client- specific needs, focusing on scalability, ease of use, and robust reporting features.
Project Management
Developed a detailed implementation plan, including timeline, resource allocation, and risk management strategies.
Oversaw the migration of existing employee data into the new system, ensuring data integrity and accuracy.
Customized Integrations to fit client's unique workflows with other business systems.
Change Management & Support
Conducted comprehensive training sessions for HR staff and end-users to ensure smooth adoption of the system.
Successfully managed the go-live process and provided ongoing support to address any issues and optimize system usage.
Case Study #1
Results
- Achieved a 40% reduction in time spent on HR administrative tasks.
- Improved employee data accuracy by 95%.
- Enhanced reporting capabilities, providing leadership with real-time insights for decision-making.
- Received positive feedback from the HR team and employees for ease of use and efficiency.
Key Takeaways: This project demonstrated my ability to lead complex HRIS implementations, delivering tailored solutions that meet specific client needs. The success of this project highlighted my expertise in system selection, project management, and user training, contributing significantly to the client's operational efficiency.
Case Study #2
Executive Summary:
Acting as the Sr. Project Manager, for our client, I spearheaded a $6M Workday implementation project for the largest food and beverage company in North America.
Client Background:
The client is recognized as the largest food and beverage company in North America. They were contending with decentralized Payroll and HRIS platforms that presented significant operational challenges and did not align with the company's new standardized business model.
Case Study #2
Primary Challenges
Integrations
Current platforms' inability to integrate effectively, which precluded their use as a sustainable, enterprise-wide solution.
Compliance
Gaps in compliance identified in current system architecture
Current systems inability to produce meaningful, power driven metrics
Analytics
Case Study #2
Solutions
System Implementation
.
The solution centered on the delivery of a centralized Payroll and Human Capital Management (HCM) platform via Workday
Modules:
Core HCM
Leave & Absence Management
Compensation Management
Talent Acquisition
Core Payroll
Business Processes
Developed detailed SOP’s of current state Business Processes
Developed end-state SOP’s for business processes
Led Change Management workstream on these efforts
Source of Truth
Implemented a unified system with various customized integrations to serve as the primary source of accurate employee, HR, and Payroll data.
Case Study #2
Results
- The initiative resulted in a successful implementation completed as scoped, on schedule, and under budget, showcasing exceptional project management and leadership skills in a high-stakes environment.
- The successful delivery of the centralized Workday Payroll and HRIS platform has led to a transformation in the client's operations with the standardization of business processes.
- The Talent Acquisition & Recruiting and Compensation Management modules modernized the approach to acquiring and managing talent, thereby improving the client's competitive position in the market.
- Simplified integrations with existing systems, such as SAP Financials, Kronos, and Cornerstone, have markedly improved data flow, eliminated redundant manual entries, and saved considerable administrative effort.
- The advanced analytics delivered as part of the solution now provide leadership with real-time data, empowering them to make more informed and timely decisions.
- These improvements have collectively fortified the client's operational foundation, enabling them to function more cohesively and responsively in a dynamic business environment.
Key Takeaways:
• Strategic Integration is Crucial: The seamless integration of Workday with SAP Financials and other systems highlights the value of strategic planning in system integrations. It underscores the importance of a cohesive digital ecosystem, where data flows without silos, enhancing efficiency and accuracy.
• Comprehensive Solutions Yield Long-Term Value: Implementing a comprehensive solution like Workday that addresses multiple operational aspects—from HR to payroll to talent acquisition—demonstrates that an integrated approach can create long-term value for an organization.
• Project Management Excellence: The project's success, achieved on schedule and under budget, exemplifies my high standards of project management and leadership. The success of this project highlights my expertise with system selection, vendor selection, project management, and strategic implementation of enterprise-wide technology solutions that drive organizational efficiency and decision-making.
Case Study #3
Executive Summary:
As a seasoned Senior Data Analyst with a robust background in HR analytics and system integrations, I led a critical initiative to streamline and enhance data extraction processes between SAP SuccessFactors into ADP Vantage for one of our clients.
Client Background:
The client is one of the largest suppliers of construction materials for residential construction in North America. They were contending with a system migration from SAP SuccessFactors (Employee Central) to a new vendor ADP (Vantage). They needed support in data extraction and mapping efforts.
Case Study #3
Primary Challenges
Data Mapping
The process of mapping data fields between the two systems can be complex, as it requires a deep understanding of the functional and technical aspects of both platforms
Data Integrity/Security
Client must navigate the dual challenges of maintaining the integrity of the data, - that it is accurate, and updated in real-time—while also adhering to stringent data security protocols
. Custom fields and proprietary workflows in one system may not have direct equivalents in the other, leading to potential gaps in data transfer or functionality loss.
Integrations/Customizations
Case Study #3
Solutions
Mapping Workbooks
& Middleware
Performed detailed mapping efforts for data extraction into various ADP API’s
Utilized Mulesoft Anypoint Platform as a middleware to facilitate data transfer in a secure, controlled manner
.
Data Security
Implement robust encryption, secure data transfer protocols, and access controls, while adhering to compliance standards for maintaining data integrity and security during integration.
Customizations
Utilize flexible integration middleware with customization capabilities to bridge system differences, ensuring seamless data flow and functionality. Where gaps still exist - work with vendor to build integration customization.
Case Study #3
Results
- Seamless data mapping and integration between SAP SuccessFactors and ADP Vantage.
- Reduced manual data entry and errors, enhancing operational efficiency.
- Zero data breaches or compliance issues post-integration.
- Improved trust in data accuracy and security among stakeholders.
- Custom fields and workflows successfully integrated, maintaining system functionalities.
- Increased user satisfaction due to uninterrupted services and features.
- On-time and within-budget project completion, achieving a high ROI.
- Enhanced decision-making capabilities through real-time, integrated HR analytics.
- Streamlined HR processes, from recruitment to payroll, improving employee experience.
- Strong foundation for future HR technology initiatives, with scalable integration architecture.
Key Takeaways:
- Thorough Planning is Crucial: Detailed mapping and understanding of both systems' data structures before starting the integration can save time and reduce issues later on.
- Flexibility in Solution Design: Adopting a flexible approach to integration, recognizing that custom solutions may be needed to address specific challenges, ensures that the system meets all organizational needs.
- Importance of Data Quality: Emphasizing data cleaning and validation at the outset minimizes errors and improves the overall integrity of the integration.
- Security and Compliance are Paramount: Implementing rigorous data security measures and ensuring compliance with data protection regulations are non-negotiable aspects of HR data management.
- Collaboration Across Teams: Effective communication and collaboration between IT, HR, and other stakeholders are vital for aligning goals, managing expectations, and resolving issues promptly.