HR Transformation
HR transformation that survives contact with the operation
HR transformation programs stall when 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, enterprise HR service delivery
Sapient Insights 2025-2026 HR Systems Survey, 28th edition. 10,000+ HR professionals across 4,670 organizations. See the rankings
8 months
Payback period, fastest in the category
G2, reported April 2025. Against an industry average of 14 months. See the announcement
6 of 6
First places in the enterprise segment
Three HR service delivery categories, each scored separately on user experience and on vendor satisfaction. Enterprise, 5,000 or more employees.
Where it usually breaks
Four failure modes worth designing around
No service layer
A new operating model without a case system tends to revert to inboxes.
Design the layer
IT dependency
If every change needs an IT ticket, the model stops adapting the day the program 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 five 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
- Prioritized improvement roadmap
About five minutes. Recoverable means HR time you could redeploy, not guaranteed cash, and Dovetail license cost is not included: this measures your current position, not our price.
28/100
Maturity score, banded Reactive
$1.6M
HR time recoverable a year
13.6 FTE
Equivalent capacity
A real result: 25,000 employees, financial services, HR run on shared inboxes and spreadsheets. Recoverable is HR time that could be redeployed, not guaranteed cash. Yours is built entirely from your own answers.
Who has to sign off
Answers for everyone who has to sign off
Security, IT, procurement and finance all have to sign off, and each one asks a different question.
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 dedicated IT build team, no custom development to go live.
InfoSec
Where does employee data sit and who can touch it?
SOC 2 Type II, data residency, the permission model, GDPR tooling, and the Trust Center for the documents.
Procurement
What does this cost across three years?
How the subscription is calculated, what drives it up, and what implementation costs.
Finance
When does this pay back?
8 month payback per G2, April 2025. The assessment models the recoverable side against your own headcount.
Pressure test your transformation plan
We will walk through where the service layer sits in your target model.