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Wir haben tiefes Wissen und Verständnis im Geschäftsumfeld unserer Kunden. Unsere Einblicke,unser Netzwerk und unser Know-how ermöglichen es uns, unsere Kundenprojekte zum Erfolg zu führen. Indem wir unsere Kunden an die Hand nehmen, führen wir sie durch den gesamten Projektlebenszyklus und führen komplexe Transformationsprojekte durch.

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HR-Beratung

Systemlandschaften verändern sich ständig. Wir unterstützen Sie bei Ihren HR-Transformationsprojekten mit dem Fokus auf State-of-the-Art-Softwarelösungen unter Einbeziehung von Best Practices und aktuellen HR-Trends.
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IT-Beratung

Die IT-Infrastruktur trägt entscheidend zum Erfolg eines Unternehmens bei. Wir haben Ihre strategischen Ziele immer im Blick, wenn wir zukunftsorientierte Lösungen entwickeln, die auf Ihre Bedürfnisse zugeschnitten sind.
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Management-Beratung

Die erfolgreiche Realisierung eines Projekts erfordert ein zuverlässiges Management von Zeit, Budget, Qualität, Risiken, Umfang und Nutzen. Besonderes Augenmerk legen wir dabei immer auf die Mitarbeiter, die von der Veränderung betroffen sind.
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Ausbildung und Entwicklung

Die Ausbildung und Entwicklung Ihrer Mitarbeiter ist eine grundlegende organisatorische Aufgabe, um wettbewerbsfähig zu bleiben. Wir unterstützen in den Bereichen Organisations- und Führungskräfteentwicklung, Projektcoaching und Training.
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Weitere Projekte
Payroll and Time Management Transformation
10 November 2025
Large Scale ECP Implementation
24 Oktober 2025
Global LMS Implementation
20 Juli 2022
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Künstliche Intelligenz im HR-Bereich eAU – Elektronische Arbeitsunfähigkeitsbescheinigung Modellierung der HR-Service-Organisation HR Transformation
IT-Beratung
Cloud-Implementierung Data Migration Digitale Transformation Informations-sicherheit Interfaces Testing Validierung computergestützter Systeme (GxP)
Management-Beratung
Projektmanagement Change Management HR Suite Vendor Selection Prozessoptimierung
Ausbildung und Entwicklung
Organisations- und Führungskräfteentwicklung Projekt-Coaching Training
Projekte Arbeite mit uns HCM Blogs
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Payroll and Time Management Transformation

  • The Project & Project Goals

    A global heating and cooling solutions provider partnered with HCM Consultant Group to modernise their payroll and time management systems across multiple regions. The initiative included migrating from a legacy payroll system to SAP’s on-premises Payroll (PY) solution in the UK and implementing SAP Time Management in Japan to comply with new labour regulations. Both projects aimed to enhance efficiency, ensure compliance, and support the company’s broader digital transformation strategy.

    For the UK, the primary objective was to transition payroll operations for a diverse workforce of 400 employees, plant workers, and pensioners from an outdated system before its end-of-support deadline. The project sought to improve payroll accuracy, automate calculations, and align with UK statutory regulations while integrating seamlessly into the organisation’s global SAP roadmap.

    In Japan, the focus was on compliance-driven efforts. Recent labour law changes necessitated a robust time management solution to ensure proper tracking of working hours, leave entitlements, and overtime calculations. Additionally, improving HR processes and reporting capabilities was a key priority.

  • How HCM Supported & Challenges Faced

    HCM Consultant Group played a crucial role in both projects by providing expert guidance, technical implementation, and change management support. In the UK, HCM led the payroll system migration, managing data integrity, system integrations, and training payroll administrators for a smooth transition. In Japan, the team supported the SAP Time Management implementation, ensuring compliance with the new regulations and optimising HR processes for better efficiency.

    UK Project:

    • Time Constraints: The legacy payroll system’s end-of-support deadline required a swift transition without compromising accuracy.
    • Complex Workforce Requirements: The payroll system had to accommodate different employee classifications, statutory obligations, and pension schemes.
    • Data Migration: Historical and retroactive payroll data required careful migration to maintain accuracy and integrity.
    • System Integration: Payroll needed to integrate seamlessly with SAP’s Finance Module and BACS for payment processing.
    • Change Management: Training payroll administrators and overcoming resistance to new processes were key hurdles to overcome.

    Japan Project:

    • Lack of a Proper Kickoff: The absence of a structured kickoff meant that change management was not prioritised early on.
    • Compliance Complexity: Adapting to evolving labour regulations required careful alignment with legal requirements.
    • No Clear Measurables: The project’s success relied on customer satisfaction rather than predefined key performance indicators (KPIs), making progress tracking more challenging.

  • Added Value & Lessons Learned

    HCM Consultant Group provided significant benefits through both projects:

    • Enhanced Efficiency: Automating payroll processes and time tracking reduced manual effort and improved processing speed.
    • Regulatory Compliance: The new solutions ensured full adherence to UK payroll laws and Japanese labour regulations.
    • Data Accuracy & Security: Streamlined data migration and improved reporting capabilities, enhanced transparency and decision-making.
    • Scalability: The systems were designed to support future growth and further process automation.
    • Customer Trust: The successful completion of these projects led to an ongoing payroll support agreement, reflecting confidence in HCM’s expertise.

    Lessons Learned:

    • Collaborative Planning is Key: Early alignment with stakeholders minimises delays and ensures smooth execution.
    • Data Integrity Matters: Meticulous data cleansing and migration processes prevent issues post-go-live.
    • Flexibility is Crucial: Adapting to unexpected challenges, such as tight deadlines and evolving compliance needs, is essential for success.
    • Training Drives Adoption: Hands-on training sessions help administrators and HR teams confidently adopt new systems.

  • Conclusion

    This success story highlights HCM Consultant Group’s ability to deliver complex HR and payroll transformations under strict deadlines. By addressing immediate operational needs while ensuring long-term scalability, HCM reinforced its reputation as a trusted partner in digital transformation. The ongoing support agreements further validate the customer’s confidence in HCM’s capabilities, paving the way for future collaboration and innovation.

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Large Scale ECP Implementation

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  • The Project and Project Goals

    A leading multinational telecommunications company faced the challenge of modernising and consolidating its payroll systems. With three outdated SAP HCM payroll systems operating independently, the integration and consolidation of data into a unified and modern system became necessary. The company chose SAP ECP (Employee Central Payroll), which must seamlessly integrate with the existing SAP SuccessFactors Employee Central Core HR system. Our team analysed, processed, and migrated employee master data, including payroll-relevant data.

    For years, the company had used three separate SAP HCM systems for payroll across different business units and departments. These decentralised systems led to inefficiencies, redundancies, and increased operational costs. Moreover, maintaining and managing the data in these systems was cumbersome and prone to errors.

    The project’s main goal was to consolidate payroll data from the three existing SAP HCM systems into the new SAP ECP system. The goals included:

    • Data Analysis and Processing: Detailed analysis of existing data, cleansing, and harmonisation.
    • Data Consolidation and Mapping: Merging data from various systems and adapting it to the structure of the new SAP ECP system.
    • Data Migration: Several input techniques, such as Legacy System Migration Workbench (LSMW), to ensure smooth data transfer to the SAP ECP system.
    • Validation and Testing: Thorough verification of migrated data and extensive testing to ensure accuracy and completeness.

  • How HCM Supported

    Data Analysis and Processing

    Our team began by analysing the existing data in the three SAP HCM systems. This analysis involved identifying data inconsistencies, duplicates, and obsolete records. Using advanced data analytics software, primarily the Knime Analytics Platform, we cleansed and harmonised the data to create a solid foundation for the migration.

    Data Consolidation and Mapping

    After cleansing, we consolidated the data from the various systems. Our team developed a detailed mapping schema for the new SAP ECP system’s data structure. We carefully mapped each data unit to ensure accurate migration to the new system.

    Migration and Integration

    The most critical phase was during the productive migration, where we began importing data into the productive system and performing spot checks and controls to ensure the process ran smoothly; we had to make some on-the-fly changes in Production because the Production and Test systems were completely different. We locked down the data to ensure no bad actors could change or manipulate it after extraction. We also built automatic validation into the process to ensure the tool did not accidentally alter data.

    We conducted the data migration in multiple phases to minimise the risk of data loss or corruption. Our team used proven migration tools and methodologies, such as the Knime, as mentioned earlier, Analytics Platform and the standard SAP LSMW to securely and efficiently transfer data into the SAP ECP system. Simultaneously, we configured point-to-point integration with the existing SAP SuccessFactors Employee Central Core HR system to ensure seamless data flows between the systems.

    Validation and Testing

    Post-migration, we conducted extensive testing to verify the accuracy and integrity of the migrated data. This testing included automated tests and manual reviews by our expert team and the customer’s payroll team. We promptly addressed discrepancies to ensure the data migration met the highest quality standards.

    We conducted the test/validation phase using a test system that differed from the production system regarding data volume and age. We were able to catch many problems, but not all of them.

  • Challenges Faced and Added Value to the Customer

    The main challenge was adapting to changes in the process and design. We remained highly flexible when designing the migration, as last-minute decisions were made about the destination of specific data. These decisions impacted the tools and processes we were using. Therefore, we had to be flexible in our approach and design the solution modularly and adaptable to complete the migration successfully. Harmonisation proved to be a challenge during the project. This challenge highlights the importance of change and communication in informing relevant stakeholders about changes in systems and processes. Communication can be particularly challenging in online projects, as it limits the amount of collaboration possible.

    Thanks to the successful execution of the project, the company achieved significant improvements in its payroll and data management. The key benefits include:

    • Increased Efficiency: Due to consolidating payroll systems, processes are streamlined, and operational costs are reduced.
    • Data Integrity: Thorough cleansing and harmonisation of data led to higher accuracy and reliability of payroll data.
    • Improved Integration: Seamless integration with the existing SAP SuccessFactors Employee Central Core HR system ensured consistent and up-to-date data across all HR processes.
    • Future-proofing: The modern SAP ECP system has equipped the company to handle future payroll and HR data management challenges.

    The client now has one payroll system instead of three, which is a massive improvement in terms of operational efficiency. They do not need to maintain and update three systems; now, they have only one.

  • Lessons Learned & Conclusion

    • Ensure that the proper tooling is available right from the beginning, considering the scope and volume of data
    • Ensure junior developers work with senior developers to ensure a smooth handover.
    • Ensure that roles and responsibilities are clarified upfront before starting. We had to fill in many customer resources because they needed help completing specific tasks.
    • Meeting in person as a project team is critical to creating a good team culture and allows for a different level of collaboration.
    • Change and communication are vital when integrating multiple systems within a company to ensure that every stakeholder is well-informed.

    The successful migration of payroll data from three legacy SAP HCM systems to SAP Employee Central Payroll (ECP) marks a pivotal moment in the company’s digital transformation. Through meticulous planning, extensive data analysis, and expert execution, our team overcame significant challenges to achieve a seamless transition. A unified payroll system enhances operational efficiency, improves data integrity, and ensures seamless integration with existing HR processes. This modernised infrastructure positions the company for future growth, enabling it to navigate upcoming payroll and HR data management challenges effectively.

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Global LMS Implementation

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  • The task

    The original task was to make it much easier for a subgroup to use the various training systems for its users and to reduce the complexity of the associated system landscape. A standardized global learning management process was to be newly developed and implemented on an innovative system platform. The expectations placed on usability, flexibility and efficiency should be met as well as the special requirements on data security and IT operation in a GxP-regulated environment.

    In connection with a restructuring of the Group, a program was set up with the aim of redesigning, optimising and centrally providing the business support processes previously distributed throughout the Group. This led to an adaptation of the original task to the conception of a new HR-IT strategy.

    A cloud/SaaS solution emerged early on as a future scenario, particularly for talent management. Based on its experience and expertise in this field, HCM Consultant Group GmbH was commissioned to actively and independently support the Learning Management program in the pilot phase as well as in the worldwide rollout in the following subtasks:

    •Preliminary study and provider selection

    •Project Management and PMO

    •Change & Communication Management

    •Technical specification and configuration

    •Rollout

  • The Project

    In the project, which was aligned to the specifications and boundary conditions of the subgroup, the expectations and requirements for a new learning IT management strategy with a globally uniform process and system were first determined in a preliminary study and solution and change scenarios were derived.

    When it became clear that a sustainable strategy for talent management as a whole was being pursued at the Group level, the two initiatives came together, the learning management issue became part of the overall Group program and the results of the preliminary study were seamlessly incorporated into the extended overall strategy. The results included, in particular, the Cloud/SaaS solution and its providers, which was determined according to a dedicated evaluation procedure involving all key stakeholders.

    A key criterion for this selection, and thus a requirement for the project, was the replacement of the three largest legacy systems, including the processes implemented on them for learning management within the Group. As a result, the new Cloud/SaaS software was to be aimed at all employees (approx. 100,000) of the company. Further criteria were the consideration of special data protection guidelines and regulatory requirements.

    The migration and rollout strategy adopted followed a system-based approach, in which, after the order of the legacy systems to be replaced had been determined, the first was converted for a pilot group to better master the complexity on a small scale and gain experience for all subsequent rollouts (different countries, languages, systems, etc.).

    In the project methodology, a hybrid approach was successfully pursued with the aim of taking classic and agile project management principles into account and applying them in a targeted manner.

    At the beginning of 2018, after more than 2 years of project duration, the last of the three largest legacy systems for learning management was successfully replaced on schedule and, like all the others before it, by the new cloud solution.

  • This is how HCM supported the customer in their project

    HCM Consultant Group GmbH and its team supported the project from the preliminary study onwards and were thus able to make a significant contribution to the success of the project. The following consulting services were provided for the customer, among others:

    Preliminary study and provider selection

    • Collection, consolidation and prioritisation of business requirements.
    • Selection of Cloud/Saas software and providers.

     

    Project Management and PMO

    • Definition of project framework, project organisation, project goals and milestones.
    • Conception and implementation of an effective and efficient project infrastructure.
    • Creation of templates for the project team.
    • Regular exchange and status report appointments with all working groups.
    • Preparation of reports and presentations for the programme and steering committee.
    • Quality, cost and risk management.
    • Preparation and monitoring of internal and external audits.
    • Preparation, management and follow-up of regular full-day workshops.
    • Coordination of parallel rollouts in cooperation with the rollout strategy team.
    • Regular exchanges with the other projects of the programme.
    • To create and promote a culture of strong team spirit.

     

    Change & Communication Management

    • Creation of regular newsletters for all stakeholders.
    • Regular question & answer sessions and documentation in the FAQs.
    • Preparation, implementation and follow-up of early business walkthroughs.
    • Creation of informative targeted presentations for stakeholder meetings.
    • Presentation of the project in programme and company events.
    • Central coordination of communication activities across all countries.

     

    Technical specification and configuration

    • Mediation between customer and cloud provider for the purpose of a tailor-made implementation.
    • Coordination with the other projects in the programme on technical topics
    • Creation and updating of technical documents such as the Configuration Workbook.
    • Preparation and implementation of the release upgrade with the internal technical team.

     

    Rollout

    • Development of a system-based rollout strategy.
    • Creation and maintenance of rollout plan and rollout suitcase (best practice toolbox).
    • Planning, implementation and follow-up of rollout workshops.
    • Collection of old systems as a planning basis for their subsequent replacement.
    • Close coordination with tangent document mgmt. project beyond the program.
    • Further development of rollout strategy and rollout suitcase for third-party LM systems.

  • Added value for the customer

    With the globally unified learning management process and cloud system, the project has achieved the following main benefits for the customer:

    • A high degree of standardization, scalability, and calculable maintenance effort.
    • Fast implementation of innovations and reaction to changes.
    • Cost reduction by harmonising the process and system landscape.
    • Availability of consistent global reporting.
    • Increased user-friendliness through uniform availability of the training offer.
    • Access to training information at any time and from any location.

    Looking to the future, customers will also be able to use the implemented cloud solution via mobile devices.