Driving Operational Success Together
Global HR Transformation: Strategic Global HRIS versus Distributed Payroll
Service Category: Digital Strategy and Alignment
Problem Statement
As our client scaled across borders, its patchwork of HR and payroll solutions created a tangled web of processes, compromising efficiency, data integrity, and strategic data governance. Their challenges included:
- Inefficient operations
- Confusion about which system should do what
- Too many spreadsheets with sensitive information
- Poor control over data
Solution
We provided a digital roadmap that provided clarity between the distinct roles of Global HRIS i.e.Strategic Data: compensation change history, org. structure, etc. and payroll applications i.e.Tactical Data: earnings, deductions, compliance, etc. Our activities and deliverables included:
- HR Transactions mapped to automation path
- RFP ready list of global HRIS requirements
- A new, simpler map of how their systems should work together
- Digital roadmap for HR Process Automation with AI
Company
Technology Used
Streamlining HR OPS with AI: Automated Employment Verification Letters
Service Category: AI Innovation and Adoption
Problem Statement
Our client’s process inefficiencies included a time-consuming, manual and labor intensive process for creating employment verification letters, impacting HR operations across global locations and hindering their automation and cost reduction efforts.
Solution
We developed a digital road map and proof of concept leveraging AI and open source integration tools to automate this process. Because of the sensitivity of the data, we deployed an on-premise, open source LLM model and integrated that to internal legacy systems. The solution was front ended with a user-friendly interface. Our solution made use of the following technology:
- Open source AI model
- LangChain for AI/Legacy data interconnectivity
- A user-friendly interface
- Seamless integration with existing systems
Company
Technology Used
Automating HR and IT Processes via Employee Lifecycle Transactions
Service Category: Enterprise Implementation
Problem Statement
Cascade Clarity principals were engaged to help streamline manual processes between HR & IT. The client recognized the similarity in the data and processes between the two departments when it came to employee lifecycle transactions. For example, Onboarding & offboarding employees, changing roles, and updating personal information had similar impacts on HR and IT systems albeit with different purposes:
- HRIS for strategic employee information and organization relationships
- IT for maintaining access control across the organization
Redundant processes for identical employee transactions resulted in inefficiencies, delays, and frequent errors.
Solution
We took a close look at their digital setup and created a plan to fix it. We:
- Installed SyncHR, a cloud-based HR and payroll system
- Used MuleSoft to orchestrate employee transactions across systems.
- Implemented “guaranteed delivery” for all transactions
- Trained technical team for on-going maintenance and ownership
Company
Technology Used
Strategic Dashboards for Executives: Real-Time Business Insights at Their Fingertips
Service Category: Digital Strategy and Alignment
Problem Statement
Cascade Clarity principals were engaged to create a single pane of glass to view real time business metrics. They needed the following for strategic decision making:
- Employee headcount at company, location and organization level
- Employee & Contractor budget to actual spend
- Hiring/Turnover rates at company, location and organization level
- ‘What if’ modeling for strategic planning
The challenge was bringing together information from different systems and making it easy to understand. We performed the following activities:
Solution
- Worked with executives to gather requirements for dashboards
- Deployed advanced visualization and dashboarding software
- Orchestrated Employee Life Cycle transactions across systems
- Provided training to executives on how to use the new dashboards
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