Discover how Alpro implements an HCM strategy for growth using SAP SuccessFactors

Size: px

Start display at page:

Download "Discover how Alpro implements an HCM strategy for growth using SAP SuccessFactors"

Eugenia Rogers
5 years ago
Views:

1 Discover how Alpro implements an HCM strategy for growth using SAP SuccessFactors Marc De Boom (Alpro member of WhiteWave Foods Company) & Werner Smeets (Flexso) September 9, 2015

3 Introduction Alpro

Alpro It all started with an idealistic dream 2015 SAP

Alpro is the European platform of The WhiteWave Foods Company

WhiteWave is active in plant-based foods in Europe with the Alpro and

7 WhiteWave and Alpro missions anchored in sustainable development We will change the way the world eats for the better We create delicious, naturally-healthy plant-based foods for the maximum wellbeing of everyone and with utmost respect for our planet 2015 SAP SE or an SAP affiliate company. All rights reserved. 7

8 Alpro history Alpro founded Construction of Wevelgem plant Acquisition of Issenheim (FR) plant Construction of Kettering (UK) plant Acquisition by Dean Foods Launch and entry in non-soy ingredients Spin-off The WhiteWave Foods Company incl. Alpro from Dean Foods and listing on the NYSE SAP SE or an SAP affiliate company. All rights reserved. 8

9 Alpro facts & figures 385 M turnover in 2014 (US GAAP) (410 M IFRS) European market leader in non-dairy plant-based products - 43% branded segment share 2 power brands: Alpro and Provamel 5 product categories in 3 channels 3 plants in BE, FR and UK 4 wholly-owned commercial organizations in BE, NL, UK and DE and more than 30 commercial partnerships in all other European markets > 900 employees 2015 SAP SE or an SAP affiliate company. All rights reserved. 9

resulting in a fast growing market share Alpro market share (%) +2.9% 42.7% +1.8% 39.8% 38.

thanks to a clear vision and strategy 2015 SAP SE

14 Sustainable business growth key factors

18 Critical HRIS Alpro

19 HRIS end 2013 No full implementation of (e.g. Learning - an essential application in a fast growing company - only covered tracking course completion and learning hours) Several specific PeopleSoft customizations but knowledge had faded away PeopleSoft version in (8.9) no longer actively supported beyond October 2014 (i.e. no more corrections). System will still run as long as license is renewed (no issue till October 2015). Oracle acquired PeopleSoft - although Oracle still supported new releases of PeopleSoft, it was obvious Oracle would rather promote its newer HRIS system (Oracle Fusion) Manager/Employee Self Service capabilities in PeopleSoft were limited and ad hoc implemented at high cost business awareness was low Compliance risks were high when using PeopleSoft (e.g. no timestamped workflows) 2015 SAP SE or an SAP affiliate company. All rights reserved. 19

20 Critical factors for selecting a new HRIS No burden with complexity of gluing best of breed systems together (apart from Payroll systems/time & Attendance systems & legacy Finance/IT systems) integrated HRIS system covering the full suite of required Alpro applications Align with growth plans of Alpro (both in number of employees and in geographical scope) scalable HRIS system Configurable HRIS system starting from HR best practices (re-inventing the wheel in these proven practices is not what HR needs to invest in) time to benefit had to be as short as possible Intuitive HRIS system with contemporary look & feel in line with the Alpro style & culture usability HRIS system needed to be a product from a seasoned/solid organization continuity/roadmap Implementation partner that has the right credentials and the right cultural fit Flexso 2015 SAP SE or an SAP affiliate company. All rights reserved. 20

21 Critical factors for selecting a new HRIS Additional selection input Gartner Magic Quadrant for Talent Mgt Suites Many other analyst reports (e.g. IDC, Forrester, etc) 2015 SAP SE or an SAP affiliate company. All rights reserved. 21

22 SuccessFactors status/scope

23 Alpro Selection process started via RFP Alpro got supported during this process by an external HR IS/transformation partner The RFP was sent out in Q In total 5 parties (comprising provider & implementation partner) contended During the final selection in Q1 2014, 3 parties remained Only 2 could offer the full suite of applications required by Alpro Signature of the contract in June 2014 with Flexso Current status Platform, Employee Central & Performance Management live since January 2015 (in line with original planning) Recruitment & Learning will go live in December 2015 Other modules planned for next year (e.g. Compensation & Variable Pay, etc) 2015 SAP SE or an SAP affiliate company. All rights reserved. 23

SuccessFactors Scope @ Alpro SuccessFactors @ Alpro

who) Role Based Permissions Single-Sign On

Management Different performance templates & flows

24 SuccessFactors Alpro Alpro 4 languages (EN/NL/FR/DE) 5 countries (BE/NL/DE/FR/UK) employees Platform Org Chart & Directory (who s who) Role Based Permissions Single-Sign On Reporting & Analytics Goals & Performance Management Different performance templates & flows (staff, white collar, white collar BE) Calibration 2015 SAP SE or an SAP affiliate company. All rights reserved. 24

25 SuccessFactors Alpro Employee Central Employee Files Personal Information Employment Information Talent Profile Personal Documents Custom objects & rules (via MDF framework) E.g. number of dependents at charge, etc) Position Management Time Off (Leave of Absence) Various integrations (via Boomi middleware) eblox (SD Worx) Active Directory HR Web Worx (SD Worx) Xtremis (GET) 2015 SAP SE or an SAP affiliate company. All rights reserved. 25

26 Demo

28 Wrap-up

29 Wrap-up First experiences since go-live January 2015 Flawless functioning of all features (including sensitive process like performance mngmt & payroll interfacing) Organization easily adopted the user-friendly system Periodic communication & refresh trainings needed to keep everyone up to date on improvements, quarterly updates, etc Performance of the system not always up to expectation (SAP performance enhancements ongoing) Impact on advanced reporting in analytics module and on payroll interface Lessons learned/attention points The seamless integration is still work-in-progress in some domains Learning is visibly (admin side) and technically still another system Info passing between Recruitment and Employee Central is not always possible (e.g. custom MDF objects) Sometimes the impression to be the first mover in a number of cross-domain areas Cloud based system does not eliminate the need for in-house HRIS competencies Needed to challenge your integrator & the SuccessFactors/SAP organization Our advice in short: start small - think big Get to know the system: start with the basics and add features over time 2015 SAP SE or an SAP affiliate company. All rights reserved. 29

30 Thank you Contact information: Marc De Boom Vice President Human Resources