Sanitarium Overhauls HR Systems by Transitioning to Dayforce Platform

Sanitarium Adopts Digital Evolution with Dayforce HR Solution

Sanitarium, famed for its iconic brands including Weet-Bix, Up&Go, and So Good, is currently embracing a major digital evolution. As the company undergoes rapid expansion, it is enhancing its Human Resources (HR) infrastructure by integrating the Dayforce platform. This initiative is part of a larger plan to modernise procedures and boost efficiency in managing its workforce in Australia and globally.

Quick Overview: Essential Insights

• Sanitarium adopts Dayforce: The FMCG leader is transitioning from legacy HR systems to the state-of-the-art Dayforce platform.
• Transformation driven by growth: This shift comes amid Sanitarium’s swift expansion, which includes new distribution facilities and an increase in production lines.
• Team effort: The initiative involves close cooperation among HR, IT, and other business sectors to facilitate a seamless transition.
• Employee training in progress: More than 1,000 employees are anticipated to engage with the system extensively, with comprehensive training to follow the testing stage.
• Identified challenges: Significant issues, like the misalignment between workforce planning and payroll cycles, have been identified and addressed as part of the preparation for the new system.
• HR systems for everyone: Kiosks and other devices will be rolled out to guarantee on-site staff can easily access the new platform.

Reasons Behind Sanitarium’s HR System Modernisation

As one of Australia’s top FMCG firms, completely owned by the Seventh-day Adventist Church, Sanitarium has been dependent on aging HR systems that are no longer supported. With a rapidly growing business — in both product diversity and geographic expansion — the need for a robust, integrated HR platform became critical.

During the Dayforce Daybreak conference, Anna Meale, People Technology Leader at Sanitarium, emphasized the necessity for change. “We have many outdated systems that required updating,” she remarked, pointing out that the company’s expansion into new territories and establishment of new distribution centers were significant factors driving the decision to modernise.

The Growth Element

Sanitarium is currently navigating a phase of substantial growth, particularly within its beverage lines, which are flourishing impressively. The company has introduced more production lines within its facilities to accommodate the rising demand. This expansion not only complicates workforce management but also requires enhanced coordination among various departments such as production, payroll, and human resources.

Evaluating Dayforce: Practical Application

The choice to implement Dayforce was not made hastily. Several years ago, Sanitarium initiated planning for the upgrade of its HR systems. Presently, the company is in the “testing phase,” where employees are actively engaging with the new platform. According to Meale, this stage is crucial in assessing the system’s features and ensuring it aligns with the company’s requirements before the complete rollout.

“We are currently in our testing phase, allowing our business to explore, experiment with the system, examine all its functionalities, and observe how it performs,” Meale stated.

Training for More Than 1,000 Employees

With an expectation of over 1,000 employees being “high users” of the new platform, the company is preparing for an extensive training initiative. This training will be crucial for equipping employees to leverage Dayforce’s capabilities, from workforce scheduling to payroll processing.

Challenges Faced During Implementation

Like any major system upgrade, the transition has encountered challenges. A notable issue identified early on was the disconnect between workforce scheduling and payroll cycles. The company’s production planning ran from Saturday to Friday, whereas payroll operated on a Thursday to Wednesday cycle. This divergence necessitated manual updates to accurately reflect employees’ working hours each week.

To resolve this, the company temporarily halted the HR transformation project to align the payroll cycle with the production timetable. “This alignment has set us on a path toward success,” Meale added, stating that this step will streamline future payroll processes.

Customised System Design Using Personas

To ensure the Dayforce platform is user-friendly and caters to all employee needs, Sanitarium has developed “personas” for different employee categories. These personas aid in mapping the user experience through the system, ensuring the platform is intuitive and manageable. This method is part of a larger change management strategy designed to smooth the transition for employees.

Guaranteeing Access for Every Employee

A key aspect of the rollout is to ensure all staff, including those on the factory floor, can access the new HR platform. To facilitate this, the company plans to install kiosks in break rooms and other communal spaces, enabling employees to engage with the Dayforce system during their downtime.

Interdepartmental Collaboration

Implementing Dayforce relies on a cooperative effort across various business units, including HR, IT, and other stakeholders. The IT department has played a pivotal role in identifying additional systems required, such as identity management for single sign-on functionalities. Meale commended the IT team for their proactive involvement, which has assured the integration of the system with existing platforms.

Conclusion

Sanitarium’s transition to the Dayforce HR system signifies a monumental step in its digital transformation journey. The new platform is set to replace legacy systems and enhance workforce management during a period of escalated growth. Comprehensive training, collaborative interdepartmental efforts, and an emphasis on accessibility for all employees are integral elements of the initiative. Despite facing challenges like mismatched payroll cycles, the company is optimistic that the new system will position it for future success.

Q: What prompted Sanitarium to upgrade its HR systems?

A:

Sanitarium is undergoing rapid growth, creating a pressing need for a contemporary, integrated HR system. The existing systems were outdated and unsupported, making efficient management of its growing workforce difficult.

Q: What difficulties did Sanitarium encounter during implementation?

A:

A significant challenge was the disconnect between workforce scheduling and payroll cycles. The production planning and payroll operated on different schedules, necessitating manual adjustments. This issue has been resolved by synchronising the two cycles.

Q: How is Sanitarium ensuring that all employees have access to the new HR platform?

A:

Sanitarium is setting up kiosks in break rooms and other communal areas, enabling on-site staff to easily access the Dayforce platform. This ensures every employee, irrespective of their role, can interact with the system.

Q: What role does IT play in Dayforce’s implementation?

A:

The IT department collaborates closely with HR and other business units to guarantee the system’s full integration with existing platforms. They have also pinpointed the need for an identity management system to enable single sign-on capabilities, enhancing user-friendliness.

Q: How is Sanitarium preparing its workforce for the new system?

A:

Sanitarium is conducting extensive training for over 1,000 employees anticipated to be regular users of the new Dayforce platform. This training is currently occurring during the testing phase, allowing employees to acclimatise to the system before its complete launch.

Q: What advantages will the Dayforce platform provide to Sanitarium?

A:

The new platform will simplify HR procedures, diminish manual tasks, and enhance collaboration among departments like payroll and production. It will also facilitate easier access for employees to HR functionalities, improving overall efficiency and employee satisfaction.

• Category: Australia Tech News