Explore the Possibilities

Transcription

1 Explore the Possibilities 2013 HR Service Delivery Forum Guardian Life s Journey: Leveraging Workday to Enable HR Transformation 2013 Towers Watson. All rights reserved.

2 Agenda Introductions Guardian history Our goals as an organization Guardian s implementation of a new operating model with Workday HR transformation focus Where we are and where we are going Timeline and deliverables Lessons learned Questions? 1

3 a little about Guardian Founded in 1860, Guardian is celebrating over 150 years in the financial services industry Guardian is committed to protecting individuals, business owners and their employees with life, disability and group dental insurance products and offers 401(k), annuities and other financial services Guardian operates one of the largest dental networks in the United States, and protects more than six million employees and their families at 120,000 companies The company has more than 5,000 employees in the United States and a network of over 3,000 financial representatives in more than 80 agencies nationwide Guardian deployed the initial phase of Workday for HCM, Payroll and Benefits in July 2012; subsequently, Compensation and Performance Management have gone live, with Talent and Time Management to follow 2

4 Transforming HR Project Bedrock As an enterprise, we are focused on growth while adhering to our values embrace new opportunities; challenge old ideas As an HR organization, our currency is human capital data, insights and analytics we are creating an HR culture defined by: Getting the basics right Making it easier to do business with HR Instilling discipline Operating as a strategic partner Increasing, then exceeding expectations New HR model Self- Service Decentralized GOVERNANCE Transactional HR Leadership Shared Services Centralized Our ability to achieve our vision is dependent on how well we Provide decision-quality people information Enable easy-to-use and efficient processes Protect and maintain sensitive data HR Business Partners Consultative GOVERNANCE Centers of Expertise 3

5 Project Bedrock Deliverables and timeline Jan 2010 May 2012 Jun 2012 Sept 2012 Dec Jun 2013 Sep 2013 Dec HR BSO established May MyHR launched 2011 Workday work streams kicked-off Payroll HCM benefits July 2 Benefits annual enrollment Compensation Nov 5 Nov 7 Year-end 2012 complete and paid Performance mgt Time tracking/ absence mgt. Jul 1 Talent mgt. TBD Field payroll and benefits TBD HR Business Services Organization Basic HR Service Delivery Infrastructure MyHR Establish HR shared service center (MyHR) Move basic transactions into MyHR Detailed business process analysis Create standard operating procedures and service level agreements Begin outsource of commodity work Implement case management system Brand and launch MyHR HR Finance, Payroll and Operations Establish governance and controls program Detailed business process analysis Create standard operating procedures Eliminate single points of failure Prepare to sunset 40+ year old system HR Systems ket review of HR systems Detailed business case development Selection of Workday Project budget approval Launch implementation Workday Phase 1 Deliverables: HCM, benefits and payroll Organizational hierarchy Manager and employee self-service Benefits annual enrollment Year-end 2012 (annual enrollment and compensation) Integrations Reporting automation Detailed change management and communications plan Workday Phase 2 deliverables: Performance management Time tracking Absence management Talent management Workday Phase 3 deliverables: Field payroll/benefits Sunset legacy systems Improved Governance Risk Mitigation Enhanced Employee and People Manager Experience Optimized Efficiency 4

6 What we are building Compensation Administration Performance Management Benefits Annual Enrollment Pay Personal Data Benefits Administration Talent Management Time Tracking/ Absence Management Coming Soon! PEOPLE HUMAN CAPITAL MANAGEMENT Foundation that drives business process workflow and ensures information security. Provides direct access to personal and business data and the ability to conduct transactions. ORGANIZATIONAL CHARTS 5

7 What is our report card? Employees 90% of employees transacting business in the first week Immediate access to data Self-service (including online pay slips) Managers Real-time access to team information Self-service for team actions Core processes much improved (e.g., annual compensation process) HR business partners Easy access to data Data to help them consult with clients MyHR Quick learning curve for Workday help desk representatives easy user interface Single source of truth quicker inquiry resolution 17% decrease in employee inquiries based on self-service adoption by employees 6

8 Project Bedrock Enabling talent analytics Talent Analytics Past and Present Single source of truth: Individual performance Headcount Contingent labor use Turnover Job openings Training costs Demographics ket Data Compensation Intranet/ Portal Exiting HR Systems Using integrated solution creates a unique set of data about Guardian s talent Assessing Learning Management Sourcing Talent Lifecycle Onboarding Engaging and Developing Case Management Applicant Tracking Workday Future Value and forecasting: Why do employees choose to stay or leave Guardian? Where does our best talent come from? Which HR actions have the greatest impact on performance? Who will replace our greatest talent as they retire? What employee development has the greatest impact on performance? Enhanced Decision Making Insight Discovery Process Improvement 7

9 Lessons learned Plan your planning and then plan again! Start with the big picture Don t shortchange change management/communication Start with process know what you want the system to do and it s probably not what you think! Analyze data and establish a strategy for cleansing, converting and archiving Keep an optimizations list during the implementation there will always be new ideas, but be careful about scope creep Engage strong project management rigor have a PM hawk! Identify the right internal talent to train and pair them with a strong implementation consultant focus on knowledge transfer Keep stakeholders informed and updated Ensure the HR community has the right support 8

10 Questions 9

11 Today s presenters Bill Baker Vice President, Human Resources bill_baker@glic.com +1 (212) Tim Richard Sr. Consultant tim.richard@ +1 (972)