HR Optimisation
Reinvigorating the HR department of a top UK university
Cambridge MC engaged with a historic and world-famous university to support the reinvigoration of their Human Resource functions. Specifically, we were asked to improve HR service delivery, and establish the first steps towards change readiness preparation to support the HR function during a college-wide Enterprise Resource Planning (ERP) Project.
To achieve these outcomes, we conducted a 3-dimensional process review model to assess their current HR operations. Within this, we evaluated and understood the university's HR department through multiple data streams, using the information collected to identify current quick wins and present recommendations going forward.
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Strategy
Cambridge MC used a unique ‘3-dimensional process view model’ to evaluate the efficacy of the processes, people, and systems that formed the HR department at the outset of the project.
These three dimensions include:
- A Maturity Assessment and identification of any Quick Wins to restore. confidence in HR delivery.
- A Process Map Review against future Employee Life Cycle, using our own ‘Employee Life Cycle Model’, and 40k Service Tickets to improve automation and efficiency.
- The development of an implementation plan and blueprint for the successful roll-out of HR ERP.
Data Streams & Findings
The HR Maturity Assessment highlighted strong management support experienced by participants, as well as a solid understanding of HR strategy and of overall University strategy.
The HR Process & Programmes Review uncovered that 196 processes in Nimbus (an end-to-end patented cloud WorkForce Optimisation application) are not linked to the HR Sub Functions; the current SLAs are based on historical volume and thus are not fit for an SSO environment; and current expertise in the Hub is not sufficient to deal with the volume of service tickets.
- Five quick wins were identified as follows:
- Recruitment
- Fixed Term Contracts
- Review Current SLAs
- Re-Routing Payroll and Pension Queries
- One single mailbox for sending Service Tickets
In the detailing phase, we implemented the aforementioned agreed quick wins, the blueprint for HR ERP, assured the build readiness of the HR team, and built the HR SSO to accommodate HR ERP. Finally, in the communications stage, we developed a Communications Grid for HR Maturity assessment, established Cambridge MC presence in the process, and implemented.
Outcomes & Findings
1
Cost Savings
We identified quick wins that led to an annual saving of £500k, by tightening the relation and process flow between HR and payroll.
2
Systems Optimisation
We analysed the efficacy of HR Service Tickets solutions delivery and recommended different workflows for the 1.8k tickets received per month.
3
Forward Planning
Our ‘Employee Life Cycle Model’ was instrumental in analysing the gap between current and future HR process and systems needed in an ERP environment.
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