Advancing better cancer care with a stronger workforce foundation.
For Elekta, better data ultimately serves a deeply human purpose. Together with healthcare providers, Elekta is shaping the standard of care by developing precision radiation medicine that brings advanced radiotherapy into routine clinical practice. That impact is global. Each year, more than 2 million patients are treated using Elekta solutions across 130 countries. Headquartered in Stockholm, Sweden, and listed on Nasdaq Stockholm, Elekta has more than 4,000 employees and offices in over 40 countries.
Delivering on that purpose takes innovation, collaboration, and confident decision-making at scale. For the organization, that means ensuring its people, processes, and data move together, so teams across the business can operate with clarity, consistency, and speed in support of better cancer care worldwide.
Workday has become central to making that possible.
Raymond L’homme, global HRIS manager at Elekta, led the company’s initial global Workday deployment and continues to guide its evolution. What began with Workday Human Capital Management has grown into a global foundation for workforce data, analytics, local processes, and, increasingly, AI-powered work.
“Stay curious, never take things for granted, and keep looking beyond what you have seen before,” says L’homme. “That curiosity opens doors to opportunities you may not have planned for.”
That mindset has shaped Elekta’s approach to innovation. Rather than treating AI as a standalone initiative, the company has prepared for it through years of data standardization, global alignment, and practical improvement.
Building the trusted data foundation agents need.
As Elekta expanded its use of Workday, more workforce data and processes came together on the platform. That gave teams a more consistent view of the company’s global talent landscape and reduced the effort required to reconcile information across functions and countries.
Leaders can now work from shared reports, dashboards, and definitions. They can compare workforce trends across geographies and functional organizations with greater confidence. Finance receives a Workday data feed for headcount alignment, allowing discussions to focus less on reconciling numbers and more on what those numbers mean for the business.
“The only discussion we’re having is about definitions, not the data itself,” says L’homme. “People are looking at the same Workday data in the same way, so we can meaningfully compare different parts of the business.”
Elekta also brought greater discipline to reporting. Working with its global business analysts, the company reviewed existing reports, removed duplication, and created a more accessible HR report library. The reports retained in that library now cover approximately 98% of HR needs, helping Elekta reduce custom report requests by at least 50%.
Workday People Analytics accelerated that progress. By aligning its people scorecards with delivered KPIs, Elekta reduced the time required to create HR KPI dashboards from a full day to one hour, an 85% time saving. Analytics usage also increased by 25%.
These gains matter beyond efficiency. Trusted, structured data gives analytics and agents the context needed to produce relevant results.
Clean, structured data puts us in a strong position to adopt more agents and AI capabilities. The better the foundation, the more value AI can deliver to our people and business.
Global HRIS Manager
Giving agentic AI a meaningful role in everyday work.
Elekta evaluates AI capabilities case by case, focusing on where they can reduce friction, support lean teams, and make complex information easier to navigate.
The company sees immediate potential in analyzing large volumes of data and handling routine activities such as summarizing information and coordinating interviews. But the goal is not to remove people from important decisions. It is to give them more time and better information for the work that requires experience, empathy, and judgment.
“AI will make it easier to analyze large volumes of data and handle more routine work,” says L’homme. “But there will always be a human in the loop to make the final decision.”
The Deployment Agent is already demonstrating what that partnership can look like. L’homme’s team uses it as an additional colleague, a place to ask questions, explore ideas, and find direction faster.
“The Workday Deployment Agent is already becoming like another team member,” he says. “We can ask questions, bounce ideas around, and move forward more quickly.”
Looking ahead, Elekta sees potential in the Self-Service Agent to help employees and managers get answers while reducing operational demands on HR. The BP Optimize Agent could help the company identify friction and potential blind spots in existing processes. Elekta plans to adopt these and other capabilities where they fit its needs and create meaningful value.
That pragmatic approach keeps the emphasis where it belongs: not on using AI for its own sake, but on giving people better ways to work.
The most valuable AI is not the AI that replaces judgment. It is the AI that gives people more time, context, and confidence to use their judgment well.
Global HRIS Manager
Combining global consistency with local relevance.
Elekta’s approach to agents is part of a broader Workday strategy: establish shared global standards while giving local teams the flexibility to meet country-specific needs.
Poland shows that strategy in action. The same Workday foundation supporting Elekta’s analytics and AI ambitions also helps local teams manage essential employment processes, connect information across functions, and stay aligned with Polish requirements.
Workday supports onboarding activities such as collecting required personal information, recording benefit selections, distributing local policies, obtaining acknowledgments, and preparing employment documentation. Automated notifications help HR teams stay ahead of milestones such as probation-period end dates, while documents can be stored digitally or printed for local archives when required.
“Workday is our core system in Poland for managing employment documents, local policy distribution, and employee acknowledgments in line with regulatory requirements,” says Aleksandra Mucha, global HRIS specialist at Elekta.
Integrations also give local teams a clearer view of staffing capacity. Long-term medical, maternity, and family leave information is brought into Workday through Elekta’s payroll provider, while holiday-utilization information flows back to payroll. HR, Finance, and managers can see extended absences and expected return dates in one operational view.
Workday further supports time tracking, overtime management, special absences, occasional remote-work requests, digital payslips, annual tax documents, and scheduled workforce reporting. Together, these capabilities help local teams operate effectively without separating them from Elekta’s global data and processes.
With Workday, we can meet Poland-specific needs while staying connected to Elekta’s global ways of working. HR, Finance, and managers gain one clear operational view, while local teams retain the flexibility they need.
Global HRIS Specialist
Turning adoption into momentum.
Elekta’s progress reflects a larger change in how the business views Workday. It is no longer simply a system employees and managers are expected to use. It has become a business solution they increasingly want to use for more processes, insights, and decisions.
“What I’m most proud of is the switch from having a system people need to use to having a system people are asking to use more,” says L’homme. “Managers are reaching out to HR for new Workday functionality and capabilities.”
That momentum gives Elekta a strong foundation for what comes next. By bringing global and local processes, trusted data, analytics, and agents together in Workday, Elekta gives its people more time for meaningful work and better decisions, a people-centered approach that supports its mission to improve outcomes for people with cancer.