4. What Makes Us Different?
Complex
Demographics
Process
Innovation
Unique
Skillsets
Across
Borders
5. Act Local. Think Global.
Standard &
Automated
Processes
Language
& Culture
Global
Compliance
Validating
Analytics
6. IAC Strategy
• Standardize the approach to integrated systems
• Invest in technology as an enabler
• Build agility in the face of changing demands
• Global shared services to empower strategic HR
• ONE global vendor
• Integration across global systems
7. • Drive efficiencies
• Allow for
growth
Scalable
• Able to input info
directly
• One system of
record
HR
Role of Global Integration at IAC
• Easy access
• Connect to
multiple countries
Data
About IAC…International Automotive Components
24k employees worldwide – Europe, America, Asia
Estimated $4.4bn USD sales in 2017
50 Manufacturing locations in 14 countries
Before ADP: over 30 payroll systems
Challenges: Language barriers, cultures, legal regulations
NOTE: IAC split in October (joint venture spinoff)
What makes us different
Unique skillsets
Process innovation
Complex demographics
Union codes
Work across borders
Standardized and automated
-Much more than EC, more precise
Share: Sweden story
-Globally career-level mapping
-Everyone has a job code
-Sweden legal requirement to report to national authorities
-Need to think about local requirement for that specific job code
Czech Republic concurrent employment
-work in progress
Disability reporting
“Grain to bread” approach:
-Tend to have decentralized time and attendance
-Papers floating around with details; need to somehow get it entered into GlobalView
-Need to move toward integration
-Talk the power of workflows – possibility of paperless
Role of global integration
The information and the data we need is at our fingertips
Can gather data on Multiple countries at once and report on that
Where we are expecting big wins?
Headcount reporting
Take a snapshot in time compare to real time
HR to have one system of record
Made them truly accountable
HR is directly able to enter information
Payrolls not joined at the hip – the platform connects the data and allows reporting
North America – finance; everywhere else HR owns
In process all payroll to finance
Driven efficiencies
Scalable as we grow
Our transformation:
Logical split brought on another mini-implementation: GlobalView, e v5 and HCM
UK, Czech Republic USA
Logical split payroll at the same time
What does it take to do all this at once
What’s next for IAC?
Live with Slovakia by end of January
Live with Spain by end of March
Finalization of our connector for Streamline countries
Currently eTime implementation for Poland; live in March
eTime and GlobalView in Germany in April
Roll out for manager and employee self-service
Lessons learned:
There are always challenges when you implement multiple systems
Pre-planning –
Global template to get your analytics
Project team must be global for input
Planning your go-live days
You have to freeze systems before you go into a new one
Prioritize – what to do first?
Data cleansing
Business partnerships
While we understand our business, ADP had the benefits of their experience
SHARE>>>how IAC implemented multiple systems at once? – Global View, Streamline, HR (Success Factors), eTime
Four countries UK, Sweden, Corp USA and Czech Republic, followed by Mexico and USA
UK, Mexico and USA weekly pay, no room for error
We did our own training
We did live support
We did mop up …lessons learned after each payroll shared with countries about to go live
People have asked me, why we would take on so many implementations at once?
It’s about understanding the end goal and learning to manage adversity.
American writer Helen Steiner Rice said, “Adversity can stress us or bless us. The way we use adversity is strictly our own choice.”