Ten Insights from a Global HR Transformation. Zach Wemple Vice President, Human Resources Evoqua Water Technologies

Transcription

1 Ten Insights from a Global HR Transformation Zach Wemple Vice President, Human Resources Evoqua Water Technologies

2 About Evoqua Evoqua Water Technologies is the global leader in helping municipalities and industrial customers protect and improve the world's most fundamental natural resource: water. Purpose: Transforming Water, Enriching Life Position: #1 in N. America Customers: +38,000 Global HQ: Pittsburgh, PA Employees: +4,000 Countries: +20

3 The Challenge You re new to the Organization Your task is to develop & execute a Global HR Transformation There are no design restrictions and no ideas off the table You ve got twelve months to plan & execute What would you build? Here are 10 insights from Evoqua s recent HR Transformation Journey

4 1. HR Org Structure From Local & Operational to Enterprise & Strategic More Effective More resources focused on HR Partnerships and on HR Program Design More Efficient Regional/Site HR Generalists, HR Admin & HR Support, & HRIS all transitioned to HR Shared Services Leaner 15% Reduction in HR Org Size

5 2. In-House / Outsourcing Our goal is to establish the most efficient HR Service Delivery model possible with respect to quality & cost of delivery. This includes leveraging external partners where beneficial. Key Outsource Partners in our HR Model include: Talent Acquisition Talent Fusion Benefits Administration Aon North America Payroll Ceridian Continue to revisit/re-evaluate

6 3. HR Model Shared Services Shared Services = Centralized Administration Shared Services = A global service model designed to best organize, deliver and continuously improve repeatable & portable HR services to the business. HRSS team has been established & is fully operational Recruitment & Onboarding HR Recordkeeping Policy Support Leave of Absence Employee Call Center Performance Management Online Learning Vendor Management Affirmative Action Benefits Enrollments Compensation / Salary Administration Payroll Reporting & Analytics HR Systems Offboarding

7 4. HCM System Overhaul Evoqua s global, integrated HCM solution is a key enabler to streamlining Service Delivery & expanding Strategic Capabilities SuccessFactors HCM selected through RFP process 9 Modules deployed globally in 12 months

8 5. Rebuilding the Floor (HR Data) HR Insights should be as reliable and as available as P&L Reporting is from Finance Starting Point No Reliable Global Headcount Number Focus Along with HCM implementation, all key Work Structures were revisited & redefined to support improved data management and enable value-added reporting Current State Accurate & global HR Data is available, as is manager & HR reporting, and monthly HR Insights that tracks 16 key HR Metrics

9 6. Policy Overhaul Policies should foster a safe & successful work environment but we re not the HR Police and shouldn t try to be. Streamlined Framework Reduced total Enterprise Policies from 83 to 56 PTO Transitioned to Self-Managed PTO Severance, Tuition Reimbursement, Drug Screens & Adoption Significantly streamlined Disciplinary Formal Progressive Discipline program established Global Policies harmonized globally wherever possible

10 7. Supporting & Enabling Tools Continuous Improvement is a key, ongoing focus of our Operating Rhythm Lean Internal Lean Training & Certification curriculum Call Center Enghouse (same as IT Org) Case Management CA Service Desk Mgr (same as IT Org) Employment Verifications Equifax E-Records Through SuccessFactors Knowledge Management SharePoint for both Company Intranet (self-service content) and HR-only knowledge management tool

11 8. A Sustained Focus on Talent Your Talent is your differentiator. Focus on Top Talent In support of the new structure, roles & responsibilities were clarified, and top talent recruited where necessary. New EVP and Branding From product to outcomes (see below). Open Space Transition to open & collaborative environment

12 9. Cracking the Global Code A Global presence without accompanying scale presents a challenge. The solution is pragmatism. Broad but not Deep - 75%+ of Evoqua s employee population is in North America, the remaining 25% is in 18 countries Global Processes & Systems Processes were harmonized to the full extent possible globally; Global HR systems were fully leveraged across all countries Pragmatic Reporting Relationships Regional HR Advisors report to Regional HR Managers with a dotted line to the Global HRSS Manager.

13 10. Leftovers A lot of Progress in twelve months, but also a lot still to do. Here s Evoqua s ongoing HR Transformation priorities Global Payroll Solution Payroll was left as is until the HCM transformation efforts were complete. It s underway now Global Business Services We re currently working with Finance & IT on broader GBS opportunities Advanced Analytics Establishing a solid reporting library & monthly scorecards was a start, but now we re digging into dashboarding & a broader BI universe

14 Evoqua Today Just over one year after joining, in November 2017, Evoqua officially went public under the ticker AQUA. We re currently in our first year as a Public Company which has been a new adventure of its own.

15 Thank you! Questions?