CLIENT

The client is a global food company and one of the world’s largest producers of chicken, beef, pork, and prepared foods. With annual revenues exceeding $50 billion and more than 130,000 employees, the company serves customers and consumers worldwide through a diverse portfolio of leading food brands and foodservice products. Its large-scale operations rely on integrated technology and processes to support its workforce, production, and supply chain.

CHALLENGE

The client faced a complex HR and Payroll transformation spanning more than 75 processing plants across 22 states. More than 1,000 HR, Benefits, and Payroll users would be impacted, many with limited computer experience, creating significant challenges for adoption and training. At the same time, aging HR and Payroll systems were increasingly unreliable, costly to maintain, and unable to provide the flexibility and scalability needed to support evolving business requirements and future growth.

APPROACH

• Assessed Change Readiness: Surveyed end users and conducted focus groups to understand readiness, identify adoption barriers, and determine the most effective approaches for engagement, communications, and training.

• Built a Sponsorship Network: Established a cascading sponsorship structure spanning the Executive Steering Committee, HR, Benefits and Payroll leadership, and project leaders at each processing location to reinforce ownership and support throughout the organization.

• Executed a Multi-Channel Communication Strategy: Developed and delivered a phased communications plan designed to build awareness, understanding, and commitment throughout the transformation. Communications included newsletters, a project website, workshops, sponsor communications, videos, and company-wide conference calls.

• Conducted Job Impact Analysis: Assessed how new processes and technology would affect roles and responsibilities, using the findings to shape targeted communications and training.

• Designed and Delivered End-User Training: Assessed skill requirements and user capabilities, then developed targeted training to prepare employees for the new SAP environment and supporting business processes. Delivered role-based training and performance support tools to accelerate proficiency and adoption.

• Measured Readiness and Adoption: Used readiness measures and ongoing feedback to monitor adoption, identify areas of resistance, and target additional change support where needed.

RESULTS

• Achieved the strategic objective of enabling the client to adapt to evolving business needs and support future growth

• Successfully transitioned 1000 employees to the new SAP environment

• Trained users on PC literacy, SAP, and extensive process changes

• Accelerated adoption and readiness across global business functions

• Maintained strong executive sponsorship and leadership alignment throughout the program

• Engaged end users throughout the project, resulting in a smooth transition

• Improved decision-making through effective integration of new processes and workflows

• Built a sustainable change capability for future digital transformations