Horváth & Partners

HR transformation supported by Workday at Horváth & Partners
Professional Services meets Professional Services

Facts & figures about the project

  • International management consulting firm with focus on corporate management and performance optimization
  • Over 1,000 employees
  • In seven countries throughout Europe and the Middle East
  • Horváth & Partners accompanies its customers from the business management concept to its anchoring in processes and systems
  • Transfer of the project after phase I from another deployment partner
  • Phase II
    • Optimization from phase I with the functional areas HCM and Core Compensation
    • Implementation of the functional areas Advanced Compensation, Talent & Performance, Reporting and Absence
  • Phase III Implementation of the functional area Learning

Initial Situation

A challenging phase I project (launch approach) led to the result that although employee master data already existed in the system, but no employees were able to work in the system yet, because the implemented solution did not allow the replacement of legacy systems and therefore did not reflect the desired reality.

Due to the rapid growth of the company and a high pressure in the “War for Talent”, many processes would have had to be highly individualized and provided with exceptions. At that time, this was not possible with the highly standardized process model of the previous deployment partner.

Approach and services

Phase II and phase III project in the proven Mercer project approach. The objective was to implement as many HR and HR-related processes as possible in Workday in order to replace legacy systems and reduce the number of Excel tools and solutions used.

With a strong core team and project managers with great technical expertise, the Phase II project could be started very quickly after completion of the launch project. In the design workshops the focus was on process standardization and a high level of acceptance / usability. Acceptance was achieved in the test phases through testing war rooms and gamification approaches (example: which team / which tester performs the most test cases per test day).

An improved usability was achieved by simplified ESS and MSS scenarios.

Project results and summary

  • Successful go-live of all functional areas in Scope and comparatively fast adoption rate among Horváth & Partners employees through intensive change management and early rollout of processes with a large number of users (e.g. Performance Review)
  • Line organization at Horváth & Partners is capable of managing and developing Workday independently

Although early adopter in the German market for Workday Learning, this solution also meets with broad acceptance among users due to good preparation in the project

It was a very intensive project, but fun was never missed out, everyone always had a common goal in mind and at the end of it there is a great result.

The factors for success

  • Professional Services meets Professional Services, and thus a deep understanding of the challenges and daily needs at Horváth & Partners through implementation partner Mercer
  • Two very committed project managers, who have brought the threads together and held them together through their partnership approach
  • Clearly named stream leads and available resources across the project
  • Well planned and executed test phases
  • Strict control with avoidable complexity

With the introduction of Workday, our organisation has embarked on an extremely complex project. The fact that it was a great success is largely due to the excellent teamwork between Mercer Consultants and our project team


Please contact our marketing manager Michael Stichel (michael.stichel@realright.de) for further contact information of this customer.