Context
A leading consulting firm set out to modernise its HR systems. The existing environment was fragmented and heavily manual, making basic tasks like producing an accurate employee list surprisingly difficult. There was no single source of truth for workforce data, which created frustration and limited strategic reporting.
Workday had already been selected as the platform. Asporea’s role was to lead the change stream for the HRIS implementation from the planning phase through to go-live; ensuring the people side was not only covered but done right.
The Challenge
This was a fast-paced implementation with high expectations and a short runway – the system went live within a year. Functionality was still being shaped deep into the process, which created knock-on effects for training and communication timelines.
Leader engagement was initially low. Some business areas showed early resistance, and timing pressures made it difficult to plan using a standard waterfall approach. We needed to stay flexible, bring people along early, and keep the delivery moving – even when information arrived late.
What We Did
Leading the HRIS change activities, Asporea designed and delivered a suite of change interventions tailored for the firm’s environment. This included:
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Leader-led engagement plans and executive briefing kits
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Virtual roadshows showcasing Workday features and benefits
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Full change impact analysis across the HR value chain
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Development of training manuals, tip sheets, and quick reference materials
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Coordination of change champions within the business
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Structured business readiness activities to ensure leaders and teams were prepared
Despite the time pressures and shifting requirements, change activities stayed on track and aligned closely with project milestones.
The Outcome
The go-live was smooth. That’s not just a line – it genuinely was.
From day one, there was no major noise from the business. Most inquiries were about the data itself, not how to use the system. Employees knew what to expect, managers knew how to support their teams, and senior leaders were quietly surprised at just how seamless the transition felt.
Training satisfaction was high, with employees consistently reporting that the materials were clear, useful and timed well. The “first steps” resources and day one activity guides gave people the confidence to engage with Workday from the start.
Why It Mattered
This go live was a shift in how the firm manages its people. Having a single source of truth is now possible. Reporting has improved. Manual processes are fading. And the business has a stronger foundation for its future talent strategy.
Most importantly, the change landed well. And that’s what Asporea considers the measure of success.
