INDUSTRY
Automotive – Manufacturing
WORKFORCE
Mixed blue and white collar
Services
Key Outcomes
- Independent HRIS market analysis
- Reduced implementation risk
- Clear implementation roadmap
- Better alignment between workforce and technology
The Challenge: Why the Existing HRIS Wasn’t Working
The client had already invested in an HRIS but was only using basic payroll functionality, with minimal engagement across the broader workforce. The system had not been implemented in a way that created long-term value or workforce buy-in.
With a workforce made up of both blue- and white-collar employees, the business required an HRIS that could support operational complexity, workforce visibility, and scalable HR processes.
Key challenges included:
- Fragmented systems that did not integrate with other critical business
tools. - Low usability, resulting in poor adoption and reliance on manual processes.
- Inconsistent and unstructured employee records, creating compliance and migration risks.
- Lack of a centralised approach to HR documentation and data management
- Previous negative experience with HRIS implementation, creating hesitation and low confidence in future rollout.
The business needed more than a new system. They needed clarity, structure, and confidence in making the right decision.
Our Approach: Independent HRIS evaluation process
We focused on removing guesswork and reducing implementation risk through a structured, independent process.
- Current state audit: Reviewed existing systems, data integrity, documentation, and process gaps to understand the true baseline.
- Future state definition: Workshopped what an effective HRIS needed to deliver based on workforce composition, operational needs, and business goals through consultation with the client.
- Independent market analysis: Conducted unbiased research acrossHRIS providers, aligning functionality, usability, and integration capability to the client’s requirements.
- Implementation readiness: Identified gaps in data structure and documentation to ensure the business was set up for a smooth and successful transition.
The outcome: A fit-for-purpose HRIS decision and a clear way forward
From uncertainty and frustration, to a clear path forward. The client made an informed decision on a fit-for-purpose HRIS aligned with their operational needs.
Improved workforce planning
The business gained greater confidence recruiting, planning and maintaining staffing levels across multiple venues.
Increased compliance confidence
Employment contracts, Award compliance and HR processes were reviewed, reducing workplace risk and strengthening employer confidence.
Stronger leadership quality
Leaders were better equipped to manage employee matters, supported by Now Actually’s practical HR advice and ongoing coaching.
More consistent people practices
Onboarding, employee management and HR processes became more structured and consistent across all venues.
Reduced operational disruption
By strengthening workforce planning and HR capability, the business reduced the operational impact of labour shortages and maintained a stronger focus on delivering a positive customer experience.
It was very reassuring for us to have someone as knowledgeable and experienced as Now Actually to guide through a recent HR process.
It was reassuring for us to know that everything was being done correctly but also humanely.
Alan Saunders, Director Principal
Impact Australia
Who is this relevant for?
- are unhappy with their current HR system,
- rely heavily on manual HR administration,
- are reviewing HR software providers,
- need better system integration,
- have low employee adoption of existing platforms,
- or are preparing for HRIS implementation.
Frequently asked questions about HRIS Consulting
Explore more case studies
Building a Workforce Stability Across a Multi-Venue Hospitality Group
Now Actually assists clients in finding a suitable Human Resources Information System for their business.Now Actually assists clients in finding a suitable Human Resources Information System for their business.
Bridging HR Capability Gaps During Parental Leave
Now Actually partners with legal firms to support their clients from an HR perspective.
Building Strong HR Foundations For A New Legal Practice
Now Actually partners with legal firms to support their clients from an HR perspective.
Resolving a complex poor conduct case through a managed mutual separation
Now Actually partners with legal firms to support their clients from an HR perspective.
