Global PeopleSoft HRMS for Unilever
120 countries, 10,000+ managers, worldwide transformation
Organization
Unilever
Role
Key Team Member - Project Garuda
Duration
1997 - 2001
Executive Summary
Key team member of Project Garuda - Unilever's worldwide PeopleSoft HRMS implementation across 120 countries serving 10,000+ managers globally. Designed Common Core Data Architecture enabling global consistency while accommodating local compliance. Established Excellence Center in New Jersey, USA, providing global support and continuous improvement for one of the world's largest HR technology transformations in FMCG industry.
Quantitative Impact
Global rollout across all Unilever geographies
Global managers using PeopleSoft for HR processes
Total Unilever workforce in global HRMS
Common Core architecture adoption rate
Fragmented HR systems decommissioned
From blueprint to global steady-state operations
The Challenge
Situation
Unilever, operating in 120+ countries with diverse HR systems and processes, needed unified global HRMS platform to enable talent mobility, standardize core processes, provide executive visibility, and reduce total cost of ownership for fragmented HR technology landscape.
Key Problems
- 120+ countries with disparate HR systems and incompatible data formats
- No global visibility into talent pipeline, succession planning, or workforce analytics
- Inability to track and deploy talent across geographies
- Inconsistent HR processes hindering operational efficiency and compliance
- High cost of maintaining multiple legacy HR systems
- Local statutory requirements in 120 countries (payroll, labor laws, benefits)
Stakes: Without global HRMS standardization, Unilever risked talent management inefficiencies, compliance violations in multiple jurisdictions, inability to execute global growth strategy, and spiraling IT costs. Project represented multi-million dollar investment requiring flawless execution.
The Solution
Implement PeopleSoft HRMS as global standard with Common Core Data Architecture allowing 80% standardization and 20% local configuration for statutory compliance. Phased country-by-country rollout with regional wave approach. Establish global Excellence Center for support, training, and continuous improvement.
Common Core Data Architecture Design
Designed global data model balancing standardization with local flexibility for country-specific statutory requirements across 120 jurisdictions
Phased Global Rollout
Executed wave-based implementation across regions (Asia-Pacific, Europe, Americas, Africa) with local change management and training
Excellence Center Establishment
Set up global support center in New Jersey, USA, providing 24/7 support, training, system enhancements, and best practice sharing
Change Management & Training
Developed comprehensive change management program and trained 10,000+ managers globally on new processes and PeopleSoft system
Integration Architecture
Integrated PeopleSoft HRMS with SAP financials, local payroll vendors, and time/attendance systems across 120 countries
Technologies Deployed
PeopleSoft HRMS
Core global HR platform for all countries
Common Core Data Architecture
Standardized global data model with local flexibility
Integration Middleware
Connectivity with SAP, payroll, and local systems
Training & Support Infrastructure
Global Excellence Center operations
Reporting & Analytics
Executive dashboards and workforce analytics
Additional Impact
Qualitative Impact
- Successfully delivered one of the world's largest global HRMS implementations in FMCG sector
- Common Core Data Architecture became Unilever standard referenced in other global initiatives
- Excellence Center model replicated for other Unilever global systems
- Enabled global talent mobility and succession planning processes
- Recognized internally as career-defining mega-project for team members
Business Impact
- ▸Enabled executive visibility into global talent pipeline for first time
- ▸Reduced HR system costs by 40% through legacy system retirement
- ▸Improved talent deployment speed by 60% with global data access
- ▸Ensured compliance with local labor laws across 120 jurisdictions
- ▸Created foundation for future HR digital transformation initiatives
Lessons Learned
What Worked
- Common Core 80/20 model successfully balanced global standardization with local needs
- Wave-based regional rollout allowed learning and template refinement
- Excellence Center created sustainable support model and continuous improvement culture
- Strong executive sponsorship and governance critical for multi-year global program
Challenges
- Managing cultural and language differences across 120 diverse countries
- Navigating complex local statutory requirements and labor laws
- Maintaining momentum and stakeholder engagement over 7-year implementation
- Coordinating across multiple time zones with distributed teams
Key Takeaways
- ✓Global transformations require architectural vision balanced with pragmatic execution
- ✓Change management and training investment equals technology investment for success
- ✓Excellence Center model ensures sustainability beyond go-live
- ✓Standardization creates value, but local flexibility ensures adoption
Board-Level Value Demonstrated
strategic
Demonstrated ability to execute complex global transformations across 120 countries with diverse requirements
operational
Proven expertise in large-scale change management, training 10,000+ users across cultures and time zones
architectural
Designed scalable data architecture balancing standardization (80%) with local flexibility (20%)
financial
Delivered significant ROI through legacy system retirement (60+ systems) and cost reduction (40% savings)
stakeholder
Successfully managed executive stakeholders, regional leaders, and local teams across 7-year program
governance
Navigated complex compliance landscape across 120 jurisdictions with zero regulatory violations
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