Against a backdrop of international expansion and decentralized management, a customer experience management and business process outsourcing company undertook a complete overhaul of its Human Resources Information System (HRIS) to harmonize its HR processes across 11 countries in Europe and Africa. The main objective was to deploy Oracle Cloud HCM, a robust solution for optimizing talent management, compensation and international mobility. A specialized consulting firm supported this transformation by providing a tailored strategic approach, ensuring a smooth and efficient transition. Thanks to its expertise in the deployment of large-scale HR solutions, the firm was able to meet the challenges of integrating existing systems, recovering sensitive data and getting local teams on board.
Customized strategic approach: an in-depth understanding of your company’s challenges, enabling us to propose a tailor-made HRIS solution.
International deployment expertise: a proven ability to manage a complex project in several countries, taking into account local constraints.
Ongoing support: constant support before, during and after deployment, ensuring optimum adoption of the new HRIS.
Proximity to local teams: collaborative work with country referents to ensure a smooth transition tailored to specific needs.
Industrialization and adaptation: a balance between process standardization and flexibility to meet the specific needs of each country.
In-depth analysis of existing situation: complete assessment of HRIS and HR policies to identify areas for improvement.
Definition of a clear strategy: development of a master plan aligned with the company’s strategic objectives and Oracle HCM functionalities.
Gradual, structured deployment: phased implementation to minimize risks and facilitate team buy-in.
Proactive change management: training business users and providing support in the field to ensure successful adoption.
Post-implementation monitoring and ongoing optimization: configuration adjustments based on user feedback to improve system performance.
Inventory and needs analysis: interviews with stakeholders and audit of existing HR practices.
HRIS mapping and study of HR policies: identification of gaps between existing processes and corporate objectives.
Strategic recommendations: development of a master plan and definition of transformation paths.
Deployment of the Oracle Cloud HCM solution: gradual implementation with rigorous integration of existing systems.
Training and support for users: implementation of a training program to facilitate the adoption of new functionalities.
Post-implementation monitoring: ongoing adjustments to maximize the efficiency of the new HRIS and respond to user feedback.
Management of a decentralized organization: coordination between 11 countries with specific local constraints.
Complexity of sensitive data recovery: rigorous integration of expatriate HR and payroll data.
Difficult collaboration with a reluctant initial integrator: adapting the methodology to overcome this obstacle and ensure successful implementation.
Harmonization of international HR processes: standardization of practices while retaining local flexibility.
Harmonization of HR processes: a centralized and optimized HRIS, facilitating talent and compensation management on an international scale.
Increased productivity and efficiency: automation of HR processes, reducing administrative tasks and improving decision-making.
Successful adoption of the tools by local teams: better appropriation of the system thanks to support in the field and appropriate training.
Optimized international mobility: simplified management of talent and expatriates, with smoother, more transparent HR processes.
Ongoing HRIS evolution: post-deployment adjustments to guarantee optimum performance and meet future business needs.
