How a 12,000-Person Organisation Centralised HR in 90 Days
A leading industrial conglomerate was running 14 separate HR systems across 6 business units. Here is the exact migration playbook they used — and the results 6 months in.
Omar Hassan
Enterprise Implementation Lead
The Challenge: 14 Systems, Zero Visibility
When the Group CHRO wanted a single headcount number for a board presentation, her team needed three days and manual spreadsheet consolidation across six business units to produce it. Payroll was running on one system, performance on another, recruitment on a third. There was no single source of truth for anything.
The Decision Framework
After evaluating four enterprise HRIS vendors, the team chose our platform based on three criteria: Arabic-language support with RTL compliance, on-premise deployment option to satisfy local data sovereignty requirements, and a proven migration methodology for complex multi-entity organisations.
The 90-Day Playbook
Month one focused entirely on data architecture: mapping employee records, org structures, and payroll codes from all 14 source systems into a unified schema. Month two was parallel running. Month three was cutover: a business-unit-by-business-unit go-live sequence with 48-hour rollback windows for each unit. No big-bang. No surprises.
Results at the 6-Month Mark
Six months post-implementation, the Group CHRO can produce real-time headcount, cost, and performance data for any business unit in under 30 seconds. Time-to-hire dropped from 52 days to 28 days. HR administrative workload fell by an estimated 4,200 person-hours per year. The ROI calculation paid for the platform in month seven.
