Case Study: Reinvigorating the HR Department of a Top UK University

Cees Van Der Vlugt

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.

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 & Results

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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Case Study: A Rapid Strategy Stress Test to Accelerate a Go-to-Market Strategy

by Mauro Mortali • 9 May 2026

We were approached by a global networking systems, services, and software company that specialises in optical and routing solutions. Their technology helps carriers, enterprises, and governments build more efficient and scalable networks, particularly for high-bandwidth applications like 5G, cloud computing, and AI-driven networking. Africa is a key strategic market for this client. They are also playing an active role in advancing outlined 5G technology on the continent, emphasising a focus on routing and switching aggregation components, network slicing, and monetisation. The Opportunity The client engaged Cambridge MC to provide external insight and support to augment and accelerate the progress of their Go-to-Market plans for Africa. We proposed our in-house rapid Strategy Stress Test that delivers key insights across areas of your strategy using a 1–5 health-scoring matrix. The client's aim is to grow market share in the region with a precisely focussed strategy that targets their market with key propositions and solutions. We were engaged to review this strategy and their plans for the region, identifying critical opportunities and gaps with a quick turnaround. Approach We used our Rapid Strategy Stress Test methodology which provides: Target geographies, opportunities, and partners for resource effectiveness and success maximisation Assessment of client's Go-to-Market Strategy including identification and testing of key assumptions Identification of new opportunities and any gaps in the strategy Recommendations on how best to capitalise on the market and accelerate their route to success This included carrying out target addressable and client-addressable market sizing by country for the Optical, Data Centre Interconnect, Routing and Switching portfolios; competitor market share analysis; analysis of current and planned data centre build in the target countries; future trend analysis, including Political, Economic, Social, Technological, Legal and Environmental trends by country. We put their GtM strategy and plans through our Stress Test framework, scoring capabilities against best-in-class – across 11 parameters such as Market Potential, Adaptability to Local Needs, Pricing and Marketing & Demand Generation. Recommendations were made against each of the 11 areas relating to opportunities to accelerate their GtM strategy. In order to support effective targeting of resources into key countries, we developed a country prioritisation framework across 15 parameters, such as GDP growth, energy supply, stability of regulatory environment, and ease of doing business. This quantitative assessment was supplemented with the real world experience of our Africa experts.