HR Transformation
HR transformation that survives contact with the operation
Most HR transformation programmes stall because the service layer never changes. Employees still email, HR still tracks in spreadsheets, and the new operating model has nowhere to run.
#1
Five consecutive years in HR Service Delivery
Sapient Insights 2025-2026 HR Systems Survey, 28th edition. 10,000+ HR professionals across 4,670 organisations.
8 months
Payback period, fastest in the category
G2 payback metric, against a category average of 14 months.
3 of 3
Enterprise categories ranked #1
HR Service Delivery Help Desk, Portal and Content Management. A clean sweep.
Where it usually breaks
Four failure modes worth designing around
No service layer
A new operating model without a case system reverts to inboxes within two quarters.
Design the layer
IT dependency
If every change needs an IT ticket, the model stops adapting the day the programme ends.
HR must own it
No baseline
Without volume and resolution data you cannot prove the transformation worked.
Measure first
No knowledge
Consistency is impossible without a governed knowledge base underneath.
Knowledge first
Build your case
Get a costed case for change in three minutes
Assess your HR and ER operation, surface the cost and operational risk hiding inside it, and leave with a maturity score, a recoverable cost estimate and an editable leadership deck.
- Maturity score across the core dimensions of HR and ER service delivery
- Recoverable cost and capacity estimate built from your own answers
- Executive PDF report and an editable leadership presentation
- Prioritised improvement roadmap
About 3 minutes. Your score, report and slide deck are ready instantly.
72/100
Maturity score
$565k
Recoverable a year
8.6 FTE
Capacity freed up
Example figures. Your version is built entirely from your answers.
The buying committee
Answers for everyone who has to sign off
HR service delivery deals are not won in HR. They are lost in security review and procurement.
HR Leader
Will this reduce my team's workload, and can I prove it upward?
Capacity metrics, service level reporting and exec dashboards that stand up in a board pack.
IT
What am I on the hook to build and maintain?
SSO, standard integration model, no platform team, no custom development to go live.
InfoSec
Where does employee data sit and who can touch it?
Certifications, data residency, sub-processor list, permission model and GDPR tooling.
Procurement
What does this cost across three years?
Clear commercial model, what drives cost, and how renewal works.
Finance
When does this pay back?
8 month payback per G2, plus an assessment that models it against your own headcount.
Pressure test your transformation plan
We will walk through where the service layer sits in your target model.