HR digital transformation at a leader in medical distribution

Context

A leading medical device distribution group, with 50 years of expertise behind it, faces a major challenge: coping with exceptional growth of 300% in six months following the acquisition of a major player in the sector. Its IT estate, built in WinDev in 2005, has no HR module at all to handle the onboarding of 100 new employees.

Issues identified

Explosive growth: 100 new employees to bring on board quickly
An obsolete system: No HR tools in the existing IT estate
Manual processes: HR operations that consume a great deal of time
Time pressure: The rollout had to happen within one month

What was at stake in the transformation

The project was built around three strategic areas:

1. Full HR digitalisation:

   • Automating the key processes
   • Centralising the HR data
   • A modern user interface

2. Operational efficiency:

   • Less administrative work
   • Better use of the HR team’s time
   • More reliable processes

3. Employee experience:

   • A self-service portal
   • Simplified access to information
   • Greater autonomy

Our approach

Our work was structured around several areas of expertise:

1. Analysis and selection

Benchmarking the solutions:

• A study of the HRIS market
• Analysis of the specific needs
• Selection of a solution that fits

Process audit:

• Mapping the HR flows
• Identifying the risks
• Optimising the workflows

2. Technical implementation

HRIS rollout:

• Tailored configuration
• Data migration
• Integration with the existing IT estate

Process automation:

• Annual leave management
• Payroll processes
• Appraisals and training

3. Supporting the users

Team training:

• Tailored learning paths
• Detailed documentation
• Ongoing support

Results

1. Operational performance

Productivity gains:

• Automation of the administrative tasks
• Fewer data entry errors
• Optimised HR processes

Simpler administration:

• Centralised data
• HR dashboards
• Automated reporting

2. Better HR services

Full digitalisation:

• Paperless documents
• Automated workflows
• Real-time tracking

A focus on added value:

• Time freed up for people
• Personalised support
• Talent development

3. Employee satisfaction

A self-service portal:

• 24/7 access to information
• Online requests
• Paperless documents

Business impact

The HR digital transformation achieved the following:

• Successful onboarding of the new employees
• A significant reduction in administrative costs
• Better satisfaction among the teams
• Stronger compliance with the regulations

This transformation shows how HR digitalisation can support explosive growth while improving service quality and the employee experience.