A company from the pharmaceutical industry hired the interim manager on a temporary basis following the departure of the designated European HR manager. His task: to realign the local HR departments in line with the Ulrich model. One challenge was that experienced HR experts had left the company as part of a voluntary program with a lock on replacement. In addition, senior management wanted to standardize the various local HR processes and systems in HR management and payroll in Europe.
SuccessFactors introduced and payroll outsourced to a payroll provider
In his new role as Head of HR Europe, the interim manager coordinated the new structure of the HR team in Germany with the co-determination bodies. The management positions in the new team were largely filled with junior staff. The interim manager also took over the management of the Center of Excellence. After stabilizing the resource situation in the HR team, he started the expansion of SuccessFactors as the leading HR system for all countries. At the same time, the heterogeneous HR system landscape, including local payroll accounting, was outsourced to a global payroll provider and connected to SuccessFactors with interfaces.
Employee Central, Compensation, Recruiting and Performance & Goals modules implemented
Within two years, SAP HCM and other local systems were replaced by the modern SuccessFactors cloud solution with the Employee Central, Compensation, Recruiting and Performance & Goals modules in all countries and in accordance with standardized HR processes.
Digitalization with the elimination of all decentralized HR systems, central data storage and uniform tools and processes in the cloud created the basis for strategic HR management and predictive analytics. This enabled the business units and HR to make better and faster decisions with up-to-date data at all times and across all countries.
