case study: dowdupont is the most transformative ...€¦ · payroll shared services enterprise...

Case Study: DowDuPont –Is the most transformative perspective the one you don’t have?

Global Workforce and Mobile Talent

Conference 2018

28-30 November 2018 | Berlin, Germany

Agenda

Presenter introduction

The merger

HR Opex: the model

HR Opex: spin activities

Conclusion

PresentersAgenda

Kim Billeter

Global Workforce Advisory

Leader, People Advisory

Services, EY America

Nicky Sayward

Global HR Operation Leader

E.I. du Pont de Nemours and

Company

PanelThe merger:

context

The story

The merger

The spinoff

HR OpEx:

the model

today

9

HR Opex journey: supporting business simplification

Simple Standard Global

Global Workforce and Mobile Talent Conference 2018

10

Overview of HR operations

HR operations is comprised of two separate models to support employees across the five

geographic regions

✓ Call HR remains the HR operations services for

1 Region - EMEA

✓ Supports 42 countries in EMEA

✓ Call HR has been operational for 15 years

✓ 1 service center located in Asturias, Spain

✓ Will support 4,200 Corteva employees

✓ HR OpEx was deployed across 4 regions –APAC, LATAM, Canada, and North America

✓ Supports 28 countries globally

✓ Deployed in 2014, HR OpEx has been

operational for 4 years

✓ 4 service center locations across the regions

(Wilmington, Hyderabad, Manila, Mexico City)

✓ Will support 18,500 Corteva employees

HR OpEx Call HR

11

Overview of HROpex Model

Hyderabad

▪ Countries served: US, India, Singapore, AP small model countries

▪ Voice and transactional support in English

▪ Global processes support for all regions: ▪ Reporting & Mass Data Changes

▪ Security administration

▪ Talent Management & Annual Compensation

▪ Operations and vendor management support for AP

▪ COE back office work (future deployment)

▪ 38 team members

Chestnut Run

▪ Countries served: US, Puerto Rico,

▪ Voice and specialized transactional

support in English and Spanish

▪ Operations and vendor management

support for US

▪ 43 team members

Mexico City

▪ Countries served: Brazil, Mexico,

LATAM small model countries & Canada

▪ Voice and transactional support in

Spanish, Portuguese and English

▪ Operations and vendor management

support for LATAM

▪ 19 team members

Manila

▪ Countries served: China,

Japan

▪ Voice and transactional support

in Chinese, Japanese, and

English

Services will be delivered by

DuPont via TSA

1212 Global Workforce and Mobile Talent Conference 2018

HR OpEx scope: technologies The HR OpEx solution includes multiple technologies

Benefits and

Payroll

Shared

Services

Enterprise

AppsSAP ERP HR Solution

Legend

Note: Not a comprehensive country interface list

Co

un

try S

yste

ms*

Payroll (Brazil and Mexico)

US benefits (Aon Hewitt)

US savings (Merrill Lynch)

US leaves (Sedgwick)

Glo

bal S

yste

ms

Enterprise Identity System

Talent acquisition(Taleo)

ERP applications(Keystone and Danisco SAP )

Other enterprise applications(Concur, LegalEagle)

Equity(Merrill Lynch)

HR Direct Portal(SharePoint)

Shared Services Technologies

(Case Management, IVR and

Telephony, etc.)

Knowledge Management

OpEx In-Scope Systems

ADP Payroll and eTime

(DuPont US, PR)

Pioneer SAP Payroll

(US, PR and Canada)

Core HR

Performance Management

Talent Management

Reporting

13

Who we are

❑ HR Services to >40 Countries with different cultures and languages . Will provide service

to 4,200 Corteva employees

❑ 7 languages

❑ 39 Team Members

❑ High volume HR Transactions, Owner of HR processes

❑ Compliance of Processes

❑ First point of Contact in HR

❑ Project / Vendor Management

❑ Reporting

4

Overview of CallHR Model

Staffing, Learning,

Transferees and

Compensation Services

Employee Services Business Services Payroll

In house Payroll

Tax and S.S interfaces

Payments

External Payroll vendor

management

Benefit and Pensions

Leavers, Worklife,

Maternity contact for

employees etc

Compliance, Project and Vendor Management,

Data and Reporting, SICP, Privacy

HR OpEx:

spin activities

The journey to three

The responsibility to build the AgCo and

SpecCo HR service delivery models will

be the responsibility of DuPont; Dow has

the responsibility for MatCo

Current Dow populations (DAS, EM and Corning)

will be integrated into DuPont systems, while

DuPont populations will be absorbed into future

state MatCo systems and processes

Before Spin, DuPont will logically separate

employees into future state SpinCos within

existing system environments (Stand Up),

this will be achieved through a series of

five regional stands

1

2

3

Separation planning: guiding principles

Future HR service delivery

• INTEGRATE, INTEGRATE, INTEGRATE

• The respective Spinco businesses will adopt the existing Service Delivery Models

going forward

• Avoid TSA’s unless absolutely required

• The Spinco’s HR OpEx model will continue to be deployed as a full solution with all

integrated components

• DuPont will own the existing HR OpEx and call HR platforms (technology + service

centers). Corteva will require a new implementation leading up to the “Spin Date”

• MatCo employees will move to Dow’s legacy Service Delivery Model

• EMEA will not be integrated into HR OpEx until after Merger activities are complete

and the new businesses will be repsonsible for prioritizing and funding

17

Portal, document management and Salesforce (SFDC)

SharePoint will require hybrid approachSFDC will require an implementation for Corteva.

Spin approaches for HR OpEx

17

Workday

Current production environment will be cloned; each clone will be configured to support Corteva and DuPont respectively

Taleo

Building two fresh instances based on current production environment

Organization Talent Hub (OTH)

Consolidated data and organization structure platform to support synergy capture, talent movement, conversion source

HR direct service senter

Service centers will be split, staffed and trained to support respective SpinCo.

Telephony will be re-implemented for the split up of the HRDSC sites.

Payroll

Local payroll decisions and cloning will done for every country

ADP split of global view for the US

18

Dow

Responsibility


Separation planning: conceptual approachThe merger and spin planning work is focused on helping the HR Operations team prepare for the Spin

18

SpinStand up

Legal Entity

Realignment

Physical

Separation

Current

State

DuPont

Responsibility Spec

Mat

AgLegacy

DuPont

HR OpEX

CallHR

DuPont

Dow

Legacy

Dow Spec

Mat

Ag

SpecCo

AgCo

MatCo

1919

Year 2017 2018 2019

Mon Sept Oct Nov Dec Jan Feb Mar Apr May June July Aug Sept Oct Nov Dec Jan Feb Mar Apr May June July

Sta

nd-U

p I

mple

menta

tio

nS

pin

Co I

mple

me

nta

tio

n

Probable Workday

Release

Release

TestingProbable Workday

Release

Release

Testing

HypercareConfig & LE

Assignments

Stand-Up 4 (US 2350)

Cycle 2 Integration

Testing?


Assignments

Stand-Up 3 (LATAM + US non-2350)


Assignments

Stand-Up 5 (APAC)

Hypercare

Stand-Up 1 (EMEA 1 + Canada)

Config & LE

Assignments

Hypercare

Stand-Up 2 (EMEA 2)

Config & LE

Assignments

Comp/Ben Analysis

Full Analysis Begins

Implementation Planning/Inbound Discovery

Call HR CSC SAP Clone

Scope Confirmation for Spin

Spin Cutover

SRT

WD

Clone

Build &

Test 0

(hDuPont

Only)

WD Clone

Build & Test 1

Fit/Gap Analysis

P1 Build/ Conv

MatCo Spin AgCo/SpecCo Spin

System Readiness

Recommendations Approved

Integration Testing

Build / Unit

Test

System

Testing

Integration Testing

Pre - Work

Planning Stand-Up Plans

Complete

Integration

Testing Prep

2. USAT1. USAT 5. USAT3-4. USAT

Cutover

Playbook

Global USAT

Payroll Testing

Physical Separation of HR OpEx & Call HR

System Testing 2

Hypercare

Cutover

Playbook

Prod

Conv File

Release

TestingProbable Workday Release

Inbound Build

Enterprise Wide

Stand Specific

Global Rewards COE Go-Live

Milestone

Other Milestone

HR OpEx Specific

USAT

Call HR Specific

HR Op Ex & Call HR

WD Dow

Control

Tenant

Build &

Test

WD Clone

Build &

Test 2

P2 Build/ Conv

WD Clone

Build & Test

3

P3 Build/ Conv

System Testing 1

Dow Inbound Integration/Outbound Transition

Stand up and Spin: high level timelineAll HR Operations Stand-Ups and Spin by work phase

Updated April 12, 2018

20

Macro level challenges and dependencies

20

COE decisions and board approvals (ie, legacy Pension)

Cross functinal dependencies, Integrations with finance, IT and rest of the enterprise (ie, DOA)

Employee Matters Agreement

Combined HRIS data (OTH)

Synergy and employee movements

Third Party Vendor Readiness

Local payroll decisions, contracting and testing

Resource constraints with Stands and Spin events

21

Future AgCo Models

HR OpEx(NA, LATAM, AP)

Future SpecCo models


Current

models


Call HR (EMEA)

21

Pioneer SAP

Danisco SAP

DuPont


Call HR (EMEA)

Pioneer SAP

DuPont

Call HR (EMEA)

Danisco SAP

DuPont

Inbound Integration

Future state seperated HR service delivery models

Questions

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