Transforming Payroll and Workforce Systems for National Growth

Overview

HCM and transformation

A leading energy sector client required a new Human Capital Management (HCM) platform as part of a major retail transformation following the acquisition of two established convenience businesses. With strict timelines and high operational risk, the program demanded experienced HCM leadership to ensure successful vendor selection and end-to-end delivery.

ABOUT

national fuel and convenience business

The client is a national fuel and convenience business employing more than 12,000 people across approximately 1,400 sites throughout Australia, operating an extensive network of service stations and integrated convenience stores supplying fuel, food, beverages, and everyday essentials.

Background

major business process transformation

Following the acquisition of two separate retail and fuel convenience businesses, the organisation embarked on a large-scale transformation to establish an entirely new operating environment. This included building core infrastructure from the ground up, spanning point-of-sale, workforce planning, and payroll systems.

The client required deep HCM expertise to consolidate two existing organisations into a single, compliant solution covering talent acquisition, workforce management, and payroll, all within strict Transition Service Agreement (TSA) timelines.

Challenges & Setbacks

Large-scale workforce and payroll transformations of this nature carry substantial delivery risk, particularly when merging acquired businesses under strict time and compliance pressures. The program and expectations were daunting due to the following challenges:

  • Extremely Tight Transition Service Agreement (TSA) deadlines with very real financial and operational penalties.
  • Building a new HCM while the business built and transformed an entirely new Point of Sales, Financial & ERP infrastructure from the ground up.
  • Consolidating multiple legacy HR, payroll, and workforce systems from separate businesses into a single platform.
  • Aligning differing Awards and EAs, pay rules, policies, and employment conditions and ensure legal compliance across all Awards and EAs
  • Integrating with point-of-sale, finance, and workforce planning systems that were being built at the same time
  • Training over twelve thousand frontline managers and employees.
  • Coordinating multiple vendors, integrators, and internal stakeholders
  • Maintaining legislative, industrial and operational compliance throughout transition
  • Managing operational risk while maintaining day-to-day business continuity across over 1400 sites nationwide.

Solution

advisory consulting

460degrees provided specialist client-side leadership, working closely with the systems integrator to oversee delivery of the new HCM platform across recruitment, learning, organisational management, workforce management, and payroll.

The team led end-to-end program governance, managing compliance obligations and parallel payroll runs, while delivering integrated project management, change management, business analysis, and testing capabilities. Data migration from legacy HRIS and payroll systems was also managed to ensure a smooth, accurate, and compliant transition to the new platform.

Result

integrated hcm solution delivered

The program successfully delivered an integrated HCM solution supporting recruitment, payroll, workforce management, and learning for more than 12,000 employees, meeting all TSA deadlines and avoiding any delivery penalties.

The solution enabled the merger of two established organisations into a single new entity, deployed new workforce management and clocking capabilities across more than 1,400 sites nationwide, and was implemented with minimal disruption to business operations. The outcome was a fully integrated, scalable HCM platform that enhanced workforce visibility, compliance, and operational efficiency across the business

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