Veepee struggled with unintegrated acquisitions and lacked a global perspective due to management at a local level. Fragmented HR systems resulted in poor business processes and an unsatisfactory user experience. The company functioned with scarce people data, limited people cost monitoring and an HR team that didn’t have the tools necessary to effectively manage talent or steer the business.
Veepee was experiencing hypergrowth and needed an HR solution to better manage increasing head count, develop acquisition integration capabilities and easily open offices in new countries. Veepee wanted to align teams around one organisation and culture and develop talent management capabilities while enabling strategic HR.
Benefits and results.
We needed a global tool that allowed for more agility, transparency, process alignment and access to HR data in real time. With Workday, our employees will be able to use the solution at any time to collaborate with their colleagues around the world.
Chief HR Officer
Veepee now has one technology platform for all HR applications, all functional domains and all users. With Workday as its central system of record, data now feeds into all other enterprise systems, automating reporting to meet executive board, management and statutory reporting needs.
systems replaced by 1 (France only)
TCO reduction (functional coverage from 30% to 100%)
fewer support tickets a month
Lack of a core model prevented Veepee from integrating acquisitions or integrating new countries into a global organisation. With the business process framework now in Workday, the company can easily integrate acquisitions and replicate existing business processes within new entities. Veepee was able to open offices in Israel and Poland without help from external consultants
Able to integrate acquisitions and act as 1 company
Open in a new country in 2 days
Completely revamped performance review philosophy and methodology, tying performance, six culture and value behaviours, and frequent manager feedback around four touchpoints during the year and one final evaluation at year end. New process seen as business focused (vs. HR focused) as employees and managers invest only the time required.
completion rate in southern Europe (phase 1)
minutes to prep for evaluations, freeing managers’ time
User experience and adoption.
Employees enjoy a seamless Workday user experience and ease of use that has led to high adoption rates across the solution. Expenses in particular were highlighted as a quick win, accelerating user adoption shortly after the first go-live.
enrolled in at least 1 course within 2 months of go-live
sign-ins a month
of employees connecting at least once a month