Copyright NGA Human Resources. All rights reserved.

Live Webinar

‘How Corbion Leverages Global HR

Standardization to Achieve Cost

Efficiency and Compliance with

Employee Central’

Copyright NGA Human Resources. All rights reserved.

Welcome

Simon Porter

Vice President – Digital HR

Services

Joyce Dessing

Senior Director Global

Reward

Richard Blay

HR Innovation Leader

Copyright NGA Human Resources. All rights reserved. 3

NGA HR by the Numbers

7m+employees served by NGA HR

150+

Working with

7,500employees in 35 countries

1,000+HR system implementations

444m £FY2016 revenue | c. 675m USD

145

Providing HR &

Payroll services in

8HCM platforms

which NGA can

deliver HR

services on

+251 out of 5of Fortune 500 companies

countries

languages

supported in

our HR

service

centers

UK SMB<500 employees

3key market

segments

UK Large &

Mid-Market>500 employees

Enterprise>5,000 employees

HR BPO &

BPaaS

clients1969

In the business of

HR & payroll since

• Global SAP BPO Partner Since 2004

• Largest SAP BPO partner in HR/payroll

• SAP VAR Partner Since 2012

• Global SuccessFactors Partner Since 2013

• Cloud BPO Service for SAP SuccessFactors solutions 2017

• Kronos Alliance signed 2016

Copyright NGA Human Resources. All rights reserved.

Global Delivery Capabilities

Buenos Aires [S]

St. John’s [L]

Jacksonville [P]

Dalian [S]

Granada [S] Hyderabad [S]

Kochi [S]

Manila [S]

Birmingham [P]

NGA HR has 30+

service delivery

points, including

7 Strategic Service

Delivery Centers,

enabling HR &

Payroll services in

145+ countries,

supporting

more than 25

spoken languages

and any currency.

Katowice [S]

Kuala Lumpur [L]

Aix [L]

local NGA office | [S] Strategic Delivery Center | [P] Premium Delivery Center | [L] Local Delivery Points

Sao Paulo [L]

46+ offices 7 strategic centers 3 premium centers 30+ delivery points

©

• Corbion is the global market leader in lactic acid, lactic acid derivatives, and lactides, and a leading company in functional blends containing enzymes, emulsifiers, minerals, and vitamins.

• We deliver biobased products made from renewable resources and applied in global markets like bakery, meat, culinary, pharma, home and personal care, and resins.

• We have over 80 years of fermentation and purification expertise

• We can boast deep end market understanding and strong customer relationships

About Corbion: over 80 years of fermentation expertise

©

Corbion: Who we are today

04/20/20166

©

Corbion’s global footprint

We market our products through a worldwide network of sales offices and distributors

©

Built on the solid foundation of Caravan Ingredients and Purac, Corbion offers a wealth of experience in the world of food ingredients and biobased technologies. Our roots run deep, delivering our customers over 100 years of innovative, market driven product solutions.

The evolution of Corbion

7/3/20178

©

7/3/2017

Introduction why

NO Central Master data available for

reporting

In the US the USA payroll process is vulnerable

9

Blue : what we have

Red : missing

©10

Drivers for ChangeFormer situation

▪ 2000 employees, mostly present in one of 5 large sites in NL, ES, BR, US, TH, with 16 smaller locations

▪ HR systems in various countries are not interconnected. Each region has its own HR systems, own way of working, own processes (being aligned at the moment), own time registration

▪ Unique global personnel number in place

▪ Current quality of HR data largely unknown.

▪ No link between HR and identity management; currently many usernames/password and no SSO

▪ No enterprise service bus or other middleware functionality present/available

Drivers for change

▪ Corbion wants to increase its HR data quality and reporting abilities in order to:

– Gain better insight into its personnel

– Be compliant

▪ One source of truth

▪ Vulnerable US payroll process

▪ Need for the electronic employee file for all employees

▪ Standardization of the HR processes

▪ Dissatisfaction with the tool for Performance Management wanting to cut the contract before 1st of June 2016

▪ Desire to have all data kept on European servers, also for the US. Corbion falls under EU regulations

Out of scope

▪ Time registration

7/3/2017

© 7/3/201711

Drivers for change: Investigated scenario’sSCENARIO PRO'S CONS

Do nothing - No Investments

- No pressure on resources HR

- Training for end users/managers is not

needed

- HR master data not available – reporting

is difficult and not accurate

- Not possible to manage work force

- E-file not available globally

Bottom --> up approach

Payroll first

Not possible right now, need

clarity and confirmation from

vendor is this is possible

- Mitigate vulnerability Payroll process USA

- Harmonized reporting

- Global overview & process

- No insight in yearly salary, STIP and FTE

- No connection with other HR modules

- E-file not available

- Use of existing outdated systems

(Connect) remain

- Double implementation cost for setting

up HR system afterwards

Top - down - HR master data

first

phased approach other modules

- Harmonized reporting

- Global overview & process

- Insight in yearly salary, STIP and FTE

- E-file for all employees

- Less impact on resources HR/IT

- Low impact for end users

- User experience not improved in 2016

- Old systems remains for PM and goals in

2016

Top - down - HR master data

first

big bang approach other

modules

- Harmonized reporting

- Global overview & process

- Insight in yearly salary, STIP and FTE

- E-file for all employees

- High improvement end user experience

- All HR processes covered in one system

- High impact on resources HR/IT

- Big impact on change management for

end users

Worked out

scenario

©

Manage talent Manage performanceSuccesion planningLearning & Dev

Manage rewardManage compensationManage benefitsIncentive administration

SAP SuccessFactors Workday HCM Oracle HCM cloud

HR Solution fit for Corbion processes

Recruit to workVacancy managementStaffing & resourcingOffer managementOnboarding

Manage resourcesManage HR ReportingLeaving workWorkforce planningPeople moves

7/3/201712

©

SAP Successfactors

Workday

CostsImplementation strategy

User friendly Gartner score

HR Solution fit for Corbion matrix

Current IT landscape and budget can facilitate growth in existing footprint, meaning :

Oracle

7/3/201713

© 7/3/2017

Benefits for Corbion to move to global HR system✓ Increased business agility:

✓ Focus on Corbions core business and streamline the secondary business processes. HR & Payroll being one of these processes.

✓ React on changing local legal requirements ✓ Maximize our business goals.

✓ Global governance model : One partner with service metrics, reviews and single point of accountability – both contractually and operationally.

✓ Improved business and audit controls – central controls and sign off of payments- One source of truth

✓ Effective use of HR as a strategic asset, improved cost-savings through standardization of systems and harmonized processes.

✓ Adaptability: ✓ Corbion chooses to move to a Global HR system to help support

expansion and investment in key countries in EMEA, APAC and the Americas.

✓ Compliancy & Risk mitigation:✓ Ensuring compliance needs meet the risk profile of the business –

Data Privacy, IT Security, Disaster Recovery and Business Continuity

✓ Meet legislative requirements for EU Data Directive and Accounting Regulations

✓ Provision and back up for significant amount of legislative updates in several countries.

✓ Access to data analytics: ✓ Informed decision-making process, with access to real-time global

data and harmonized reporting.

✓ Global overview ✓ On line tracking and tracing of (agreed) personnel movements +

reporting leading to faster decision making and execution✓ Harmonized reporting for GL, summary, output files – to integrate

with existing systems

Costs benefits :✓ Terminate Connect yearly contract € 80 K✓ Terminate other HR systems, yearly € 40 K

14

✓ Available features globally :

✓ Workflows

✓ RSP percentages (in C&B)

✓ RSP adjustments after CAO

✓ FTE percentage

✓ Base salaries

✓ Allowances & Reductions

✓ ESS/MSS

✓ Sickness registration

✓ Notifications (end of contract, anniversaries, permits)

✓ Learning Management (SF Learn module)

✓ Task lists and dashboards

✓ Cost center exceptions on personal level

✓ Good on – and off boarding tool

©

Why NGA HR

• Following the best practices• FastTrack met our requirements• Take us by the hand approach• Able to meet project members before starting the project• Good financial fit

©

People excellence Roadmap 2016H

R A

pp

ica

tio

ns

Q3 2016Q2 2016 Q4 2016Q1 2016

Preparation

HR master dataHR master dataroll out NL/EU

HR master data

Roll out USA

HR master data

Roll out Brazil

HR master data

Roll out Spain

HR master data

Singapore/Japan/Other

HR master data

Roll out Thailand

Payroll improvement

USA

7/3/201716

Preparation

Performance & Goals

©

People excellence Roadmap 2017 2018H

R A

pp

ica

tio

ns

H1 2018H2 2017 H2 2018H1 2017

DonePerformance & Goals roll out

Global payroll

systemComp &

benefits prepComp &

benefits roll out

Learning prepLearning roll

out

Succession & dev prep/roll

out

Recruit & onboarding

prep/roll out

7/3/201717

©

• What made the implementation successful so far:

• The understanding of the sense of urgency by the organization

• A very enthusiastic team that wanted to make it a success

• A relative small team to keep decision power with different knowledge and experience, so

nothing would be taken for granted, that was extended over time

• Critical but fair Steering committee who was willing to invest time in testing

• Use of multiple sources for communication

• With HR: training sessions, manuals, recordings, updates after implementation, additional

meetings

• with the managers: training sessions, recordings, manual on Cosmos

• Using best practices to avoid more discussions about every little item

• Phased approach to make sure resources available

CHRIS Experiences: what made the implementation successful so far

©

• Lack on resources during busy times (next to the regular work)

• Try to get all non-existing processes/topics resolved as well during the implementation

• Changes in the team of the external implementation team

• Testing cost more time than foreseen

• Integration with other systems takes quite some time and is complex

• Early adapter of the NGA FastTrack solution had a learning curve for both ends

• To do:

• Make the system your own as soon as possible to understand the consequences of decisions

made on paper, otherwise testing cost much more time

• Own project management is key as the implementation partner might feel other deadlines

• Understanding of adjustments made in the system

• Time between “freeze” and “go live”

CHRIS Experiences: What are risks for these kind of implementations

7/3/201719

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Find Out More

Start Your Digital Journey Today! Learn more: http://www.ngahr.com/digitalhr

NGA FastTrack: Fast Value and Quality Outcomes with SuccessFactors

Download the brochure:

http://resources.ngahr.com/

nga-fasttrack-fast-value-

and-quality-outcomes-

successfactors

Digital HR: Embark On A Journey To A Better Employee Experience

Download the brochure:

http://resources.ngahr.com/

digital-hr-embark-journey-

better-employee-experience

Analyzing the Digital Workplace in Europe

Download the recording of this webinar: http://resources.ngahr.com/analyzing-

digital-workplace-europe

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Contact Us

Simon Porter

Vice President – Digital HR Services

Simon.Porter@ngahr.com

Richard Blay

HR Innovation Leader

Richard.Blay@ngahr.com

More questions? Contact us.