The unpredictable and uncertain times on the British Isles have direct implications and ramifications for HR leaders, CFOs and other decision makers. Zalaris offers a clear-cut response to the rhetorical question posed in the above headline. Please take a moment to gain this additional perspective.
Growing demands and pressure on HR across the world, however, already represent compelling reason to act, with or without Brexit. Regardless of what happens on the Brexit front, expectations specific to HR are not going to diminish. This function has master responsibility for total workforce costs, compliance and related planning going forward. HR’s scope also includes the daunting challenge of attracting exceptional talent amidst dramatic shifts in workforce characteristics, expectations and incentives.
HR is most likely to successfully meet all the demands by engaging a qualified partner. Although I may be prone to some bias, I can unequivocally say Zalaris has all the credentials and capabilities to deliver. Team Zalaris has been in the UK for two years, building on the heritage of its acquisition of ROC Consulting.
Brexit Means HR Opportunity Regardless of Form and Factor
“With the global talent market destined to change as a result of Brexit, it has never been more important for HR Directors and their teams to deploy an innovative yet proven HR solution to gain competitive advantage in dealing with the complexities of a post-Brexit workforce.” – HRD Connect, 2019
Too many challenges and opportunities are on the table for HR to not take immediate action. Release time and resources are only part of the equation, along with cost management to reinvest in a self-funded transformation. Outsourcing in general will be a suitable alternative across any domain, including transactional HR. Start with the core, and aim agile. HR and CFO offices must get a comprehensive view of total workforce cost and compliance. Together, they should pick a proven transformation partner.
The ideal partner will have a strong track record to take over staff, deliver payroll on time and with utmost quality as well as predictable cost – an end-to-end approach. We have done it for 20 years. We are physically located in the UK. Theoretically, we can lift and shift “day one.” We have always had an appetite to grow with people, and you can rest assured that we fully comply with the Acquired Rights Directive.
Put simply: Let us run the company’s fundamental payroll and administrative HR functions, so your internal HR team and leadership can focus on strategic transformation.
HR metamorphosis expected on a global scale
HR must mobilize for change now unless the journey has already begun. Wherever you are in your HR transformation journey, there is always a next step. No one is ever “done.” HR and other leaders must be in lockstep.
Keep in mind …
- The target sustainable, secure, full compliance, integrated, peace-of-mind HR solution will be found in the cloud
- Your own appetite for change and risk sharing will define – and limit – your agenda
- You will need strong leadership support
- A well-defined action plan is imperative, with metrics for success not limited to cost reductions
- You need to aim agile in your target state
It likely sounds overwhelming, and you’re more likely to be frustrated at first before you’re thrilled and optimistic with your target operating model
Closing the gaps … 1-2-3
New technology and changing workforce dynamics drive the overall digital disruption we see across all industries right now.
Either you disrupt, or you are currently being disrupted, forcing you to consider another more integrated, social and dynamic operating model where change is constant with agility as a defining quality:
- This leads to an overall productivity gap from disruption between those who disrupt and those who don’t follow.
- To close this gap one must revisit the business model while protecting major revenue streams to close the capability gap
- To close that gap (for the total workforce), HR must also predict, plan and close the skills gap for the future
In short, as always is the case in the UK: Mind all the gaps!
Getting to the cloud: Outsourcing payroll and/or implementing core HR solutions for the total workforce
If you have done your business modeling exercise, you know by now that payroll and transactional HR are indeed extremely critical and complex – yet do not really add any remarkable business value, besides total cost control and full compliance (unless you are like Zalaris, which exists to deliver on this promise).
If you still do payroll in-house with systems maintained by your internal IT, it’s also very likely your business model is outdated. You can still benefit from “one truth” and “one integration” to your cloud HCM systems, assuming you are one of the 60 % who have already digitized talent management and created one version of your master data. To do that, however, you need to integrate them. You might as well transform payroll first to avoid the same integration twice.
Overwhelmed? This is our core business and bread and butter. Payroll outsourcing integrated with leading cloud HCM providers. We are happy to answer your questions – and turn what may seem immediately overwhelming into a methodically managed best-practices outcome.
On the launch pad: Time to drive user adoption and realize your business case
Have you been in the cloud for some time, yet feel you’re not realizing the anticipated benefits beyond cost reduction and integration? Getting to the cloud isn’t the destination; it’s the beginning.
If you outlined the capability gap, you also understand HR must shift its focus and align with the business, leveraging the benefits from “one digital truth.” Digital processes for talent management is not enough. You must master them, and become more insight driven. There simply is no funding or time to focus on compliance and other essentials through manual processes.
Most medium-to-large companies have already transformed master data and early modules to the cloud. Now they are challenged by quarterly tech releases, unrealized business benefits and the fact that the organization has not really changed. To make ends meet, you need to create your stop-do list and your start-do list.
Frustrated? You have just arrived at the cloud launchpad. This is where it starts. We are still with you.
Beyond the cloud launch pad: we want to empower you to “work agile” with the business
With the foundational platform for a modern digital HR in the cloud, it’s time to be more data driven and dynamic to drive employee experience and engagement together in a fit approach with the business.
Optimistic? This is the fun cognitive part – and what HR was designed to be, ultimately working agile with the business. Naturally, we are still with you.
About that next step…
Don’t hesitate. Mind the gaps. Entrust Zalaris to transform your most sacred and complex HR processes in the cloud with full compliance.
As far as timing is concerned and given what’s at stake (your company’s livelihood), yesterday may not be soon enough!
HR can be the hero for your business and kick-start a self-funded transformation. Get in touch with our experts and we can help you with personalized HR assistance.
As executive vice president of Zalaris UK & Ireland, Will provides a wealth of knowledge, experience and leadership to his role – which includes working closely with enterprise customers to help them fully understand how digital HCM and outsourced payroll solutions deliver tangible business value. Connect with Will on LinkedIn.