Results

Andrea Chudy served as Executive Program Director and lead a 280 person project team with the task to combine 3 entities using separate ERP systems under one umbrella in Workday®. IJA’s program leadership prevented a three month extension that would have cost MUSC $6–$10 million dollars.

An international drilling and technology company required help developing a change management strategy. This involved the reimplementation of several Workday® modules—Payroll, Time Tracking, HCM, Talent and Performance—all at the same time. IJA created 300+ training aids in both Spanish & English.

A cloud computing and technology company was already using Workday® for HCM, Benefits, Absence, and Time Tracking. However, a month before they were scheduled to go live with a new Workday® Payroll system, management was not confident the payroll team was ready. IJA created payroll processing guides, audit reports and supported team through pay runs.

An international drilling and technology company needed assistance configuring their yearly merit, bonus, and stock awards. IJA designed Compensation Eligibility Rules to compare compensation segments to their merit increase and pull in appropriate merit target values. A new BIRT statement was built to pull in merit, bonus, and stock awards for each employee.

A cloud computing and technology company had been using Workday® for HCM, Benefits, Absence, and Time Tracking, but they realized they lacked the in-house expertise to implement the Workday® Payroll module. IJA provided one-on-one training with the team and created payroll processing guides.

Due to a bad testing experience a 4,500-employee drilling rig and technology company brought in IJA to lead additional testing. JA made several changes to the testing process including creating test teams, curating test scenarios, and hosting daily status meetings. This resulted in a pass ratio of 98.12% at the conclusion of testing.

A multi-national drilling rig and technology company had an outdated Workday® system that wasn’t performing optimally for their 4,500-employee workforce. IJA assessed the client’s tenant, determining that a reimplementation would be the best course of action. Our team lead the program, as well as data conversion, testing, change management, and process documentation. The new solution went live in July 2021.

A large, international public-facing non-profit company needed help in selecting an Enterprise Content Management product for their HR department. IJA advised selection of the ECM product and acted as a liaison between the non-profit and the chosen ECM company. Selection of this ECM resulted in substantial savings right from the start.

Preparing for their DPO, the client’s Workday® System had to be re-configured in order to meet SOX compliance requirements. IJA performed a system health check, proposed and executed remediation recommendations, and created a suite of audit reports. Due to the success of this work, IJA was brought on to bring the client’s compensation review process into Workday®

An international manufacturer sought support to execute multiple projects to restructure their HCM configuration. IJA’s knowledge from assisting with their implementation allowed for a short project timeline and no disruption in service to the business.

A decentralized, multi-national holding company was transitioning from utilizing 4 different versions of ADP for payroll to a centralized payroll system in Workday®. This included a global rollout of HCM and a US rollout of Benefits, Absence, US Payroll, and Time Tracking. To facilitate the holding company’s decentralized structure, a hybrid remote and onsite test plan was devised to ensure all companies had representation.

An organization began their international expansion of their Workday® system to add HCM, Recruiting, Benefits, Compensation, Learning, and Talent for seven countries. Each location was evaluated, noting how their policies compared to the US and to each other to determine which countries could share processes.

A $60 billion-dollar multi-national company was divided into three legal entities that were all combined into one tenant. As a result of the divesture two of the three entities branched of and the goal was for each company to have an exact copy of the Workday® tenant, where worker data was applicable to only that companies’ workers. IJA built efficient reports to capture catch up data, resulting in a catch up data load that took half the time estimated.