Our Client Experience

Aerospace Company --  Data Privacy Assessment and Strategy

Delivered educational sessions on global data privacy; designed and executed a worldwide risk assessment; implemented notification requirements for European units; provided guidance and assistance in meeting requirements for Safe Harbor certification; revised employee privacy policy; performed Safe Harbor audit; provided ongoing advice to HR data privacy team.

Financial Services Organization -- Requirements Definition

Assessed and documented human resources, payroll and time and attendance requirements; reviewed the existing HRMS product and implementation; prepared a detailed assessment of existing and proposed HRMS plan.

Financial Services Organization -- HRO Strategy

Participated as senior global advisor in the development of a global HR outsourcing strategy; deliverables included a global HR strategy, global service delivery model, high-level business requirements, detailed business case, market entry and timing requirements, global implementation and roll-out plan, product and resource requirements, technology/software requirements, and partnership requirements.

Health Care Company -- Global Employee Privacy Program

Development of worldwide employee privacy policy and procedures; design of program and resources to implement policy on a worldwide basis; provided guidance and assistance in meeting requirements for Safe Harbor certification; performed benchmarking exercise; developed laptop security and data retention policies.

High-Tech Web Services Firm -- Requirements Definition

Provided international HR expertise to assist a prominent web services firm in their international expansion efforts; analyzed and developed HR requirements for 18 countries (Canada, United Kingdom, Ireland, France, Germany, Italy, Netherlands, Switzerland, Spain, Australia, China, India, South Korea, Hong Kong, Japan, Mexico, Brazil, and Argentina); identified in detail the functional, statutory/regulatory, and customary requirements and practices needed to "internationalize" their inhouse HR system.

Manufacturing Firm -- PeopleSoft Implementation

Managed PeopleSoft Human Resources and Payroll implementation that interfaced to a SAP finance/manufacturing installation for the 4,000-employee Canadian arm of this international manufacturer; developed and delivered customized role-defined training including newly defined functional roles that had been suggested during the business process-engineering phase of the project.

Global Pharmaceutical Firm -- Data Warehousing

Provided expert advisory support on global employee information project to determine how best to consolidate employee information worldwide in a global HR data warehouse; provided international HR expertise in global strategy design, global best practices, local customary practices, and country-specific legislative constraints; designed global data structures, metrics, and analytics.

Medical Products Company -- Data Privacy -- Safe Harbor Certification and Training

Delivery of workshop on global data privacy; implementation of notice requirements for European units; development of model contract; guidance and assistance in meeting requirements for Safe Harbor certification; development of Safe Harbor training module; assistance to divested company in meeting notification, transborder and other compliance requirements.

Multinational Financial Services Firm -- Talent Management Alignment

The bank wanted to elevate the skill level of its human resources staff to make them more consultative, more sensitive to cross-cultural/ diversity issues, more able to work with line management on global talent management. The first step in the process was to create a new competency model for the human resources staff, one that moved them from a transactional group to a consultative group. The second step was to hold a two day workshop that introduced them to a new level of thinking about talent management, cross-cultural talent perspectives, and consultative HR. This well-received workshop started a process of strategic workforce planning that cut across country barriers and reinforced the new performance management system, which was designed to improve retention and the sharing of talent across boundaries. The third step is to hold some team workshops, with line and HR partners, to enhance the skill level and to explore further opportunities for workforce planning and global talent management. The Vice President of Organizational Development and the Director of Organizational Development both agreed that the process has started to elevate the level of professionalism amongst the HR staff, allowing for more strategic and cross-cultural management of talent. The ultimate effect will be a more effective workforce and a better bottom line.

Non-Profit Government Organization -- Workshop Facilitation

Facilitated workshop sessions to discuss best practices in Enterprise Resource Planning systems across the UN family agencies; coordinated interviews with top ERP providers -- Oracle, SAP, and Workday -- and AMR Research; delivered presentation on the Future of HR systems discussing trends in workforce, in HR professional, and HR systems.

Not-for-Profit Think Tank -- Benchmarking Study

Analyzed current processes to better integrate and enhance four services -- Compensation, IT Alignment, Diversity, and Work Choice Practices -- in a more holistic and cohesive manner; incorporated the latest findings from academic research as well as current industry best practices; developed new benchmarking methodology and recommendations for improving current approach; also developed new service offering to assess HR and IT alignment across the organization; completed analysis and developed research report for Change Management working group.

Oil Services Firm -- Vendor Evaluation

Assisted project team in seeking a global HR platform for all employees worldwide that would provide employees and managers with meaningful self service, integrated, strategic functionality, and reduce the amount of administrative overhead associated with HR transaction processing; project team, consisting of operations in US, UK, Algeria, St. Croix, and AsiaPac, chartered to assess all available options and service delivery models and evaluate options.

Pharmaceutical Firm -- Globalization Strategy

Built requirements for their global HR data warehouse to consolidate HR information worldwide across 22 countries; defined global metrics and HR analytics for global reporting purposes; built a global shared services strategy and deployment plan.

Telecommunications Company -- Project Management

Led their world-wide deployment of outsourced payroll across 50+ countries in nine months; global project team consisted of Global Program Manager with three regional project teams (Americas, EMEA, and Asia Pacific); designed global processes, reporting, audit controls, and built external interfaces between local country payrolls and a single global instance of SAP HR.