eBook

How Six Retailers Reimagined Their HR and Workforce Operations The power of employee experience, talent optimization, and integrated technology.

How Six Retailers Reimagined Their HR and Workforce Operations | 2

Table of Contents

Introduction 3

Aldo - Increases Scalability to Support Growth 4

Ferguson - Optimizes Learning Processes, Putting People First 6

Mondelēz - Faster Integrations Make Tasty Profits and Position Mondelēz for Growth 8

Team Car Care - Accelerates Digital Finance with Workday 10

Puma - Streamlines Global HR Processes with One Intuitive System 13

Meijer - Improves Efficiency with a Flexible HR System 15

How Six Retailers Reimagined Their HR and Workforce Operations | 3

Introduction In recent years, change has been the only constant for retailers. After so many waves of disruption, retailers must think differently about every aspect of their operation, especially their approach to workforce management. Retailers that innovate get ahead, and those that don’t often fall behind.

This eBook includes the stories of six retailers that reimagined their approach to

finance and workforce operations in partnership with Workday. Read on to learn

how they went from just surviving to thriving—even in the face of uncertainty.

How Six Retailers Reimagined Their HR and Workforce Operations | 4

Aldo increases scalability to support growth. With Workday, Aldo deploys a global solution to scale its business, gaining

real-time insight into the company and its people.

Challenges. Aldo’s inflexible back-office systems were unable to support business needs.

Having experienced rapid growth on a global scale, the company eventually

outgrew its rigid legacy environment.

Why Workday. Aldo wanted a global solution that offered scalability, talent management

capabilities, and comprehensive insights into the company and its people. In

2015, Aldo unanimously selected Workday, ensuring it would have a scalable

suite of applications to support growth.

350K in annual savings in maintenance and

infrastructure

350K

$5K per month reduction in external system costs

$5K

$1.5M upgrade cost avoidance every 3 years

$1.5M

3 FTE reduction in payroll efficiency

3

How Six Retailers Reimagined Their HR and Workforce Operations | 5

Reporting and insight. Leaders and managers are equipped with comprehensive, real-time, and

actionable insights into their people. Managers can report off multiple

dimensions in a timely manner to support decisions related to staffing, goal

alignment, and compensation. Global, multidimensional insight into performance

and compensation data has enabled an improvement in internal pay equity.

User experience. Aldo has delivered an intuitive UX/UI. New hires use the tool for pre-onboarding,

a process that streamlines the onboarding cycle and enables cost savings.

Existing employees use a one-stop self-service tool to initiate and execute HR

tasks, reducing the burden on HR. Store managers increase productivity with

access to real-time data about their teams and ability to execute transactions on

the go.

• $822K in annual store associate cost savings

• 95% mobile adoption across stores

• 30% store manager productivity improvement

Benefits and results.

Technology simplification. Aldo transitioned from an on-premise legacy system with manual touchpoints

to a single cloud-native solution. The HR IS/IT role has evolved from system

maintenance and report creation to strategic projects and innovation. Aldo

now realizes ease of use, better performance, increased scalability, and reduced

risk of downtime and noncompliance in areas such as General Data Protection

Regulation (GDPR) and tax legislation.

Process automation. The business process framework, enhanced data model, and self-service

capabilities in Workday have delivered significant value. In addition to eliminating

paper forms and driving payroll, benefits, and audit efficiency, other key

improvements include faster onboarding for new hires, internal reorganizations,

and completion of the year-end payroll cycle.

• 3 FTE reduction in payroll efficiency

• 27% annual workforce spend reduction

• 1 FTE reduction in benefits efficiency

Global headcount reports down from hours to minutes

Nearly 80% of managers adopted self-service

How Six Retailers Reimagined Their HR and Workforce Operations | 6

Adds clarity to reporting and development. With more than 28,000 employees in 1,600 U.S. locations, Ferguson needed one

solution to consolidate several disparate employee databases. The company

wanted the flexibility to manage numerous employee development paths, plus

robust security and reporting capabilities. After evaluating several human capital

management solutions from different sources, Ferguson found that Workday

Human Capital Management (HCM) and Workday Learning addressed all of its

requirements as a fully integrated cloud-based solution.

Through Workday Learning, HR leaders now get full visibility into the employee

lifecycle to optimize touchpoints for additional learning and upskilling. In

addition, managers gained the means to build, customize, and track their own

learning campaigns. The company has also benefited from Workday Community,

sharing with other Workday users ideas on how to best leverage Workday

Learning capabilities to their fullest.

Improves employee lifecycle engagement. With an average employee tenure of 10 years, employee development and

learning are core to the company’s culture. Ferguson has been able to build

learning into more employee touchpoints by deploying Workday Learning and

Workday HCM together. For example, job- and promotion-specific content is

now built into the employee lifecycle, enhancing overall skills development and

workforce flexibility.

Customizable reporting dashboards

provide real-time metrics to business

leaders, managers, and HR, and allows

them the flexibility to filter or drill

into the information as needed. With

self-contained reporting, business

decisions are data-driven and strategic

to better support and retain associates.

Ferguson optimizes learning processes, putting people first. Ferguson Enterprises, the largest U.S. distributor of plumbing supplies, was using

a legacy system that undercut HR processes and best practices. As well, a lack

of comprehensive and flexible reporting further limited visibility into people and

processes—the latter mostly manual, inefficient, and error-prone.

“Our previous system didn’t allow us to push trainings to employees, but with

Workday Learning, we can do this seamlessly,” says Ferguson HRIS Analyst

Leigh Olvera.

1,200 course titles migrated

1,200

400,000 rows of data migrated

400K

2,000+ courses now live

2,000+

9 learning campaigns launched

9

How Six Retailers Reimagined Their HR and Workforce Operations | 7

Optimizes learning strategies. Ferguson migrated massive amounts of employee development data easily

and quickly, plus 1,200 courses, all as part of the company’s Workday Learning

deployment. The deployment team saved tremendous amounts of staff time and

eliminated errors that a manual migration could have caused.

The company used Workday Learning to enable the development and deployment

of integrated modes of learning—including self-study and virtual and in-person

sessions—and amassed a training library of 2,000 courses. Role-based training

assignments have made learning much easier for new hires and for newly

promoted employees. Both groups can now get the right training at the right time.

With an enhanced development model, the user experience has improved and

given Ferguson ways to better incorporate employee development into day-to-day

business operations.

Supports learning campaign initiatives. Ferguson deployed Workday HCM and Workday Learning simultaneously, helping

to unify data from multiple legacy systems. Now it has one source of truth for HR

and payroll, plus the foundation for enhancing its learning culture.

With role-based authentication, managers can run their own learning campaigns,

while hourly associates can dive deeper into course material with content

tailored to them. Self-service streamlines learning across the company.

How Six Retailers Reimagined Their HR and Workforce Operations | 8

Faster integrations make tasty profits and position Mondelēz for growth. Mondelēz has made HR data and organizational agility key ingredients in its

global operations.

Payroll systems: the most challenging integrations. The company’s non-payroll integrations share Workday data with a host of

systems that handle identity management, travel (both booking and expenses),

factory time-clocking, and North America sales. “We also send data to recruiting

systems, an expat management system, a stock and equity management system,

and many others,” says Colley. “But migrating our payroll integrations was the

most challenging. We used to have significantly more payroll systems than we

do now. For help, we delegated this to our Workday deployment partner Deloitte,

and the team was fantastic.”

Deloitte had an expert in the Workday payroll effective change interface (PECI),

a full-stack integration that improves the visibility of payroll data exchange

between Workday and third-party systems, especially status changes during

pay periods. “Although Deloitte did all the work on the payroll integrations, we

followed what the team did closely and learned how to build and manage the

integrations ourselves by the end of the deployment project phase,” Colley says.

“This has ensured timely updates in downstream payroll systems and provides

more business and organizational agility worldwide.”

More and more, Colley and team are using API-based integrations enabled by the

Workday Integration Cloud toolkit—an integration approach Colley prefers over

batch file transfers for data exports and imports. Colley finds API integrations

to be a very different experience. “With traditional file transfers, we do the heavy

lifting by creating, transforming, and

sending the data to whomever is going

to consume it,” Colley explains. “With

API integrations, we open the doors to

our Workday data—in a totally secure,

privileged way—and give users a key to

specific data elements. They take the

data, then change and load it however

they want to.”

• Simplifies system data sharing with API integrations

• Cuts integration times up to 75%

• Automates secure data flows, which can be event-based

• Reduces data transfer errors, aided by prebuilt connectors

Oreo cookies. Ritz crackers. Cadbury chocolates. These snacks are staples in

household pantries and cupboards in more than 150 countries. As brands, they’re

much better known than their manufacturer Mondelēz International, a $29 billion

Fortune 500 firm that was originally a branch of Kraft Foods.

Behind the scenes, Aaron Colley, Workday technology lead and HR solution

architect at Mondelēz International, is part of a five-person team in charge of

the company’s HRIS. The team is also responsible for more than 90 automated,

mostly outbound integrations with other systems around the world, including

25 for payroll processing. “Before deploying Workday several years ago, we used

an internally hosted HRIS from a major ERP vendor and avoided middleware to

keep integrations as simple as possible,” Colley says. “A lot of our integrations

involved traditional, encrypted flat-file transfers. We mimicked these in Workday

to facilitate the migration of non-payroll integrations during our deployment and

reduce go-live disruption risks.”

How Six Retailers Reimagined Their HR and Workforce Operations | 9

Built-in security ensures data privacy. Colley emphasizes that although the Workday API integrations can enable a

more dynamic, self-serve subscription model for connected systems, the team

retains strict control over the data at all times. Colley attributes that capability

to the security model that’s core to Workday and the company’s system of

record. “We work with sensitive people data, which is confidential and personally

identifiable, so we have to guard what others can see,” Colley says. “Workday

helps us do that. In addition, its automation ensures that updates and reporting

come from one source versus having it in many different places, which may have

different security levels and potential vulnerabilities.”

“Having one source of truth is powerful to the business because it ensures the

integrity and consistency of all reporting instead of piecing reports together from

different data sources.” Aaron Colley Workday Technology Lead and HR Solution

Architect, Mondelēz International

The advantages of API-based integrations are many, according to Colley. “First,

it’s a far simpler and faster deployment. Flat-file integrations can take us up to

eight weeks, while we can do API types in as few as two weeks, so that’s a big

efficiency improvement for us as a team.Second, data flows far more quickly and

can be event-based, so connected systems can consume our data and fire up

their business processes sooner.”

As an example, Colley mentions the identity management system, which now

operates on a daily file transfer feed from Workday. “This means the quickest a

manager can get an identity back for a new hire is 24 to 48 hours,” Colley says. “It

would be great to fire that off faster, get a response back, and get people up and

running quickly. Lots of our legacy flat-file integrations can benefit from upgrades

to an API model. Our processes can run much faster and more dynamically, and

this can ultimately improve our operational agility.”

Fewer errors are a third significant benefit of API-based integrations, in Colley’s

view, as are prebuilt Workday connectors. “If errors occur in our integrations, we

have to troubleshoot and fix the cause, then resend the correct data,” Colley

says. “But with our API-based integrations, errors are minimal, which saves

us time. And in the prebuilt connector model, if connected systems want an

enhancement, it’s on their owners to do it, which also saves us time.”

Goodbye technology barriers, hello new acquisitions. With the time savings and efficiencies Workday API integrations have delivered

to the team, Colley looks ahead to further development and migration of legacy

integrations to API-based models. “By securely sharing Workday data more

dynamically and in real time with connected systems, we remove technology

barriers,” Colley says. “It will also improve our business agility.”

“In future acquisitions, we’ll use Workday to automatically assign new employees their proper organizations and reporting structures instead of taking weeks to do it manually.

Aaron Colley Workday Technology Lead and HR Solution Architect, Mondelēz International

In addition, Colley sees Workday API-based integrations as a means to facilitate

future mergers and acquisitions. Currently, Colley’s team is working on tasks from

the acquisition of a major European bakery. The team’s job is vital: onboarding

more than 5,800 employees from over 30 nations and ensuring the proper

organizational structure and corresponding approver hierarchy. “Doing this

manually would be a nightmare and take many months, but with Workday API

integrations and the resulting automation, we can reduce that to weeks,” Colley

concludes. “We might not achieve peak efficiency on this acquisition because we

still have to build our model, but for future ones, we will.”

How Six Retailers Reimagined Their HR and Workforce Operations | 10

To prepare for automated planning, Castonguay and team set out the

parameters for their new financial planning solution and made a list of must-have

characteristics. One requirement was ease of use for collaboration among team

members at Team Car Care, which has been owned by Wynnchurch Capital since

2018. Castonguay also learned the team was expected to find a replacement for

the company’s aging enterprise resource planning (ERP) system, purchased in

2003. Ever since, the accounting team has been implementing its own tools and

processes around it just to survive,” he said.

Soon, Castonguay realized, what started as an effort to update the company’s

planning solution blossomed into a systematic search for a new ERP

implementation. Then the CEO asked if Castonguay could also replace the

company’s human capital management system at the same time. “Our search for

a planning tool turned into a much larger endeavor,” Castonguay says.

From Zero to Sixty: How Team Car Care Accelerates Digital Finance with Workday. When Matt Castonguay first joined the finance team at Team Car Care, the

largest franchisee of Jiffy Lube stores, one challenge called for immediate

attention: the finance professionals who support some 500 Jiffy Lube outlets

in 26 states were wedded to spreadsheets as their primary financial planning

solution. With the pandemic spurring demand for used cars—and the automotive

aftercare services market exploding—those spreadsheets were just not powerful

enough to allow Team Car Care to take advantage of the significant growth

opportunity the changing marketplace offered, according to Castonguay.

“When it came to scenario planning and figuring out the future of finance at

Team Car Care, we didn’t really have the tools to do that,” recalls Castonguay,

who currently serves as senior vice president of Finance, Analytics, and Supply

Chain at the company, which has approximately 4,000 employees. Castonguay

and team set out to find an automated planning tool that would enable the team

to spend more time on analysis, rather than searching through spreadsheets.

During a fireside chat at the Institute of Management Accountants (IMA) 2022

Accounting & Finance Conference, Castonguay described the team’s journey

from spreadsheets to fully automated financial planning with Workday Adaptive

Planning. The chat was hosted by Anne Ozzimo, senior director, office of the CFO

at Workday, a conference sponsor.

“With Workday, we found a platform that wasn’t just an ERP, planning system, and HCM, but also a platform for us to apply analytics and drive everything from planning all the way through to reporting.

Matt Castonguay Senior Vice President of Finance, Analytics, and Supply Chain, Team Car Care

How Six Retailers Reimagined Their HR and Workforce Operations | 11

After evaluating several options from various vendors, the team chose Workday

Enterprise Management Cloud, which combines best-in-class finance, human

capital management, and financial planning applications in one system so that

collaborators across company operations can make decisions based on the

latest information.

“With Workday, we found a platform that wasn’t just an ERP, planning system,

and HCM, but really a platform for us to apply analytics and drive everything from

planning all the way through to reporting,” Castonguay says. Castonguay’s colleague

Pranay Arya, manager of Corporate FP&A and Data Science, agreed, stating,

“Workday has been a game changer for us. It’s so much easier for us to partner

across the business now that we’re on the same page using real-time data.”

With the new platform, Team Car Care experts began experimenting with ways

to use machine learning (ML)—a form of AI that allows software applications to

“learn” how to predict future outcomes using historical data without relying on

additional programming.

The company uses ML to forecast how many customers will stop by individual

Jiffy Lube stores at various times during the day, then feeds that customer count

into the company’s sales and workforce plans. Machine learning will also help

Team Car Care forecast how many of each of its 500 products will need to be

stocked in each store, helping to automate replenishment. To power this effort,

Team Car Care is an early adopter of intelligent demand forecasting in Workday

Adaptive Planning.

The company is also using Workday Accounting Center to collect and analyze

point-of-sale information from the Jiffy Lube stores to simplify accounting and

to help the company better understand what its customers are buying, how

long each car spends in the repair bay, and automatically create reports to

management for continuous planning.

The time is right for a “smart” platform that empowers finance leaders, says

James Hsieh, Workday director of Financial Planning and Analysis, and another

IMA session speaker. Citing recent studies by industry consultants KPMG,

Deloitte, and AICPA, Hsieh explains that today’s finance leaders are shifting their

focus from cost center management to serving as a valued resource at their

company. “It’s absolutely essential for finance leaders to really think about how

value is being defined and created today and how we can help the enterprise

capture and deliver these values,” Hsieh says.

“Workday has been a game changer for us. It’s so much easier for us to partner across the business now that we’re on the same page using real-time data.

Pranay Arya Manager of Corporate FP&A and Data Science, Team Car Care

How Six Retailers Reimagined Their HR and Workforce Operations | 12

Workday announced recently that more than 5,900 companies are now using

Workday Adaptive Planning to forecast and plan for a future changed by the

pandemic. Workday Adaptive Planning large-enterprise customers are, on

average, creating 40% more planning scenarios compared to pre-pandemic levels,

underscoring the increasing value of continuous planning to anticipate challenges

and adapt to change in a constantly evolving business environment.

For Team Car Care, it’s been a little more than one year since Castonguay first saw

a demonstration of Workday capabilities, and the company is already reaping the

rewards of its new system. With Team Car Care’s finance, planning, and human

resources functions all connected, Castonguay predicts, “We’ll continue to improve

our collaboration and roll out extra functionality that will help the team.”

In addition, employees are feeling reinvigorated by being freed from using

spreadsheets 24/7. “It’s night and day. Before Workday, we spent so much time

consolidating reports that we could barely keep our heads above water. Now, we

can help guide the business, which makes our days so much more rewarding,”

says Arya. Team Car Care is already seeing the advantages of centralized

planning versus the former method of passing 50-plus spreadsheets around

among district managers. This reduced the cycle time for forecast scenarios from

one month to just days, allowing several iterations to occur simultaneously and

with all levels of management looking at the same set of numbers.

“We’ve got 250,000 SKU-item combinations. We wanted to do detailed planning

without having to spend four months at a time coming up with that detail,”

Castonguay says. “Now we can feed our operational and financial data into our

Workday system so we can have instant access to a ‘single source of truth’ for

everything that’s going on in the business.”

How Six Retailers Reimagined Their HR and Workforce Operations | 13

Real-time insights—accessible everywhere at any time. For Puma, employee turnover and absenteeism are two key performance

indicators. With Workday, store managers no longer have to wait until month-

end to access this information. Instead, they can manually build reports

whenever they want to view this data, then evaluate turnover, absence rates, and

recruitment processes in real time.

User-friendly dashboards display report data so store managers can instantly

analyze figures and avoid any time-consuming evaluations. Managers can also

see who’s achieving their business objectives and identify who needs training to

improve performance or advance their career.

Runs faster and more efficiently. By harmonizing HR globally, Puma gets quicker insights into employee

performance by reducing the crossover between HR and other systems. The

company has also reduced costs by standardizing on Workday—moving from

multiple systems to one system. With fewer manual operations, HR teams are

more productive and enabled to manage a growing employee base without the

need to increase headcount. According to Dietmar, “Workday gives us greater

consistency and has fundamentally changed the way we work. It makes life

easier for employees and managers.”

Puma streamlines global HR processes with one intuitive system. Puma works in a highly competitive environment where it needs to innovate,

evolve, and bring products to market quickly. So ensuring it has the right people

and technology in place to support its growth is vital. Puma chose Workday to

help streamline processes and replace legacy HRIS with an intuitive solution at a

reduced running cost.

The right path to the future. User experience was one of the key reasons Puma chose Workday. It aligns well

with its employees’ expectations of being able to use well-designed applications

through fixed and mobile devices. Choosing Workday also provided a resilient

global system that could accommodate regional variations, including the

European Union General Data Protection Regulation (GDPR). This meant Puma

could standardize worker lifecycles—from onboarding to career growth—and see

how employees were performing with up-to-the-minute insight.

And for Puma, Workday was more innovative than competing systems. Puma

Global Director of HR and Central Services Dietmar Knoess says, “Workday

showed it was constantly transforming. We could feel the strong customer focus.

Workday clearly listens to its customers, adapting its technology to changing

business requirements.”

How Six Retailers Reimagined Their HR and Workforce Operations | 14

A single HR system for everyone. All information relating to personnel is now contained in one system—providing

Puma with a single version of the truth. Employees and managers can easily

access the system and view information relating to their role. And the self-

service nature of Workday allows employees to book time off and managers to

pull performance reports and staff schedules.

Employees adopted Workday quickly—it is easy for staff to find the information

they need when they need it, enhancing transparency. Plus, with fewer

touchpoints, they can access the data much faster.

More capability attracts today’s workforce. With Puma’s status as one of the world’s leading sports brands, young people

want to work there. As a result, a significant number of its employees are digital

natives. Workday meets their expectation to be able to work anytime and

anywhere. The ability to apply for holidays and manage their time on their

mobile devices, as well as apply for job opportunities across the company,

really appeals to the workforce.

How Six Retailers Reimagined Their HR and Workforce Operations | 15

Meijer improves efficiency with a flexible HR system.

Challenges. Meijer’s HR technology fostered inefficient, inconsistent business processes

companywide. Furthermore, its multiple systems and custom bolt-on

applications had rigid workflows and limited self-service and reporting

capabilities.

Why Workday. By adopting Workday, Meijer gains one system and one source of truth for

consolidating HR systems, standardizing processes, and automating workflows.

Easy-to-use, highly flexible tools simplify configuration, enable self-service

reporting, and support mobile devices and desktops.

Benefits and Results.

Gained flexible systems. Meijer consolidated its systems and applications into a single, flexibly configured

HR system. It shifted partial ownership of the system from IT to HR, formed an

agile HR support team, and sped up internal responses while moving to a culture

of continuous improvement and innovation.

Improved organizational management. Meijer set up consistent, simplified business processes across stores and supply

chain facilities, helping to streamline new-store creation. It also extended self-

service system capabilities to managers and team members so managers can

initiate and execute key business transactions.

80 integrations retired

80

50% mobile adobtion

50%

$1.5 million upgrade avoided

$1.5M

1 week instead of 12 to create new store structure

1

How Six Retailers Reimagined Their HR and Workforce Operations | 16

Automated HR processes. Meijer gained significant efficiencies during a period of rapid growth. It cut the

times needed to fill an open position, onboard new hires, and complete merit

plans. Meijer also shortened candidate applications, made workflows more

flexible, and expanded its digital learning catalog.

Consolidated reports. Meijer equipped users with one source of truth and a consolidated reporting

experience. The company enabled direct self-service access to several real-time

reports and removed a former requirement to manually prepare and distribute up

to 25 versions of each report, relieving HR of a significant administrative burden.

To learn more about how Workday helps retail organizations adapt and thrive,

visit: workday.com.

$960,000 annual savings

from improved HR efficiency

$960K

$1 million a year saved through improved

$1M

https://www.workday.com

+1-925-951-9000 +1-877-WORKDAY (+1-877-967-5329) Fax: +1-925-951-9001 workday.com

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Introduction Aldo increases scalability to support growth. Ferguson optimizes learning processes, putting people first. Faster integrations make tasty profits and position Mondelēz for growth. From Zero to Sixty: How Team Car Care Accelerates Digital Finance with Workday. Puma streamlines global HR processes with one intuitive system. Meijer improves efficiency with a flexible HR system.