Projects & Change Management
PROJECTS / INITIATIVES
Capability Frameworks and capability development
Talent and Learning technology implementation
Culture and Engagement measurement
Change, Communication and Training
Process Mapping and Analysis
PROJECT AND CHANGE CAPABILITY
Supporting organisations built for stability, to change
Business Case preparation, Scoping and Planning
RFP preparation and contracting
End to end project management
Engagement and change
UX and UAT (tech) and BAU Transition
Projects & Change
CASE STUDY: HR TECH RE-IMPLEMENTATION @ NATIONAL ASX LISTED LAW FIRM
The firm was separating from a shared instance of Cornerstone with a former international sibling. It was reimplementing existing modules (Learning, Performance and Recruitment) and implementing new functionality (Core, Onboarding, Succession and Compensation) as part of a whole-suite purchase.
I was in a Head of Talent and Culture role and as such was the business process owner for Recruitment, Succession and Learning. Each person in our HR leadership team had systems planning and implementation experience and the Cornerstone product was well suited to the kind of involvement we each wanted to have.
Executive Sponsor, Steering Committee, Project Leader (Head of HR Ops), Business Process Owners, Team Members, External contractors (Process mapping and Change)
2 x external partners (Recruitment systems consultant and process mapping specialist), 1 x Architect support, 1 x HR Systems Analyst, 1 x Specialist HCM Implementation Partner firm
I was the Business Process Owner for three Cornerstone modules – Recruitment, Succession and Learning. I led a Recruitment Improvement piece ahead of the confirmed re-implementation to generated quick win improvements for our Recruitment business processes. This included tightening up the existing CSOD configuration. This was done with the support of Sarah Fennessy Consulting and my team (2 x recruitment specialists and a Talent and Culture consultant).
During the re-implementation project I drove my modules in terms of detailed design, configuration, UAT management, change and communication.
CASE STUDY: HR TECH IMPLEMENTATION - GLOBAL ASX LISTED EXPLOSIVES MANUFACTURER
This company progressively implemented SAP for HR, Finance and Procurement across the globe. It had a footprint of >550 sites, ~55 countries. The HR solution (SuccessFactors) had to be implemented in 13 languages.
Executive Sponsor, Steering Committee, Project Leader, Business Process Owners, Team Members, Implementation Partner, External contractors (Process Mapping and Change).
Multiple Professional Services and Suppliers. The primary SuccessFactors implementation partner was Accenture.
I was the Business Process Owner (BPO) / Functional Lead for the Succession module and for a short time, the Learning module.
My Contribution included: Detailed Design SME, Configuration SME, UAT and collaboration with Accenture partners and other BPOs for workstream integration and cross-module support. The other BPOs were from Data & Reporting, Performance, Talent Acquisition and Learning.