quomodo.digital solves for "How"
Digital HR Transformation
Global Talent Acquisition Strategic Transformation Design & Business Case Development for a Multinational US Based Pharmaceutical Company
Based on feedback from business leaders and candidates, it was determined that a comprehensive transformation of the Talent Acquisition organization into a set of tiered, differentiated services targeted at specific Talent Segments was required to support ongoing organizational growth and profitability.
Led a user-centered design process to transform the Talent Acquisition organization from a “one size fits all” model to a “fit for purpose” model. Then led the team in gathering and analyzing user feedback. Next, organized and facilitated a "blue sky" service design workshop to define each proposed talent segment and identify enabling technology. Finally, worked with Finance, IT, and HR to develop a cost model, develop a timeline, and write the business case for funding.
The approved Business Case for Strategic Transformation and Roadmap delivered a business-relevant model and tailored experience that better met the market's changing demands. The proposal had a 24-month implementation time with a positive ROI after 36 months. It delivered real, measurable value: 970,000 hours given back to the Business Sectors to run their business, 15% faster (on average) time to fill, and a 10% reduction ($8M) of the total cost of Talent Acquisition post-implementation.
HR Technology Strategy & Assessment
HR Technology Strategy & Roadmap for German-based Multinational Engineering and Technology Company
A German-based multinational engineering and technology company was in the process of a global HR Transformation and required an understanding of the HR technology market, how their application landscape was positioned within it, and what they needed to do to provide digital solutions that would enable market-leading talent strategies.
Established the Future State Vision through voice-of-the-client interviews, assessing their current state capabilities and understanding the transformational goals. To establish a market positioning, Then benchmarked the client’s technology costs and KPIs against leading engineering and technology companies and executed a market scan of leading practices. Finally, created a high-level case for change and a strategic technology roadmap.
The client received:
- A Future State Technology Vision setting the guiding principles and priorities for the subsequent analysis & roadmap by establishing the client’s current and desired future state capabilities,
- A SaaS HCM Market POV, a client-oriented perspective on their position relative to the SaaS HCM marketplace from a capability and maturity perspective,
- Benchmarking against other companies and examples of leading practices.
- A high-level case for change and strategic roadmap
HR Technology Assessment for International Food and Beverage Company
A Chicago-based multinational confectionery and snack food company was implementing it new HR operating model requiring new digital technologies to enable its goals of reducing process complexity, speeding decision making and delivering differentiating capabilities through investments in training. The new model and enabling technology would help them to execute their business strategy and meet growth objectives while reducing operating costs.
I worked with HR to identify key decision drivers & selection criteria for the software recommendation. Supervised the creation of User Journeys for “Key” HR Processes that drove the business case. Developed the RFP and coordinated vendor demonstrations and the scoring process. Updated the HR IT organization design to reflect the steady state and defined implementation and ongoing support costs. Developed the business case and implementation roadmap. Presented the recommendation to leadership.
Software selection reviewed three leading vendors of integrated CoreHR and Talent Management solutions. Business Case identified total net savings of ~$19 million USD over 3 years after a two year implementation period and $30 million in SaaS Fees for the recommended software. Recommendation was accepted by the leadership team.
HR Program & Project Management
Program Manager HR Compensation Transformation at Financial Services Company
A large, New York-based global investment bank wished to transform its Compensation Management processes to be more customer-centric and business-value-added by redesigning its operating model and implementing new enabling technology to yield efficiency, productivity, and transparency.
Collaborated with HR leaders and the project team to execute a fit-gap analysis of the current HR processes and systems, identifying areas for improvement and implementing best practices based on the program goals. Developed a comprehensive HR transformation roadmap and program plan, incorporating process improvements, system implementation, and change management strategies. Coordinated with program workstreams on their milestone delivery and management of issues and risks.
As a result, the Compensation organization was able to simplify and streamline its compensation processes through automation and elimination of manual interventions, resulting in lower compensation process cycle times and the "freeing" of ~15 FTE. The organization reduced risk by replacing a twenty-year-old custom-built compensation application with a modern SaaS platform that could support reporting requirements, reducing external reporting tools and databases from >500 to less than 200.
Product Management
The challenge many companies face is that today’s hiring process fails to identify candidates who perform as well as their top revenue generators. This is evidenced by the fact that according to SalesForce's "State of Sales" 6th Edition (July 2024), 84% of sales reps missed their 2023 quotas. Additionally, 86% of Sales Managers find hiring talent "Somewhat Challenging" or "Very Challenging."
Worked with industrial and organizational psychologists to research and understand the science behind talent assessment and the prediction of employment success; then, met with architects to understand machine learning and regression analysis; after that, engaged UX designers to develop usability studies and UX design principles; finally, drafted the solution design and worked with developers and testers to deliver the core Catalyzr product to bring to market.
The Catalyzr recruiting solution enables companies to use cognitive science to model their top revenue generators and create a profile of success for a role, then use cognitive science and AI/Ml to quantify a candidate's potential to succeed in that role based on how closely their cognitive profile matches the success profile for the role. This enables recruiters and sales managers to identify and hire high-potential candidates who can drive revenue growth. This solution is now going to market.
