Human Resources Organizations Can Achieve Breakthrough Improvements by Embracing Digital Technology OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer

Human Resources Organizations Can Achieve Breakthrough Improvements by Embracing Digital Technology

The Hackett Group’s New Digital World Class Standards Raise the Bar on HR Performance

MIAMI & LONDON–(BUSINESS WIRE)–By fully embracing digital transformation, human resources organizations can achieve superior levels of efficiency, effectiveness, and stakeholder experience, including 33% lower cost, 72% fewer transactional processing errors, and more, according to new Digital World Class human resources research from The Hackett Group, Inc. (NASDAQ: HCKT).

“For decades The Hackett Group’s benchmarks have been the gold standard by which most global companies measure world-class performance in human resources and other business services. Now, with the growing impact of digital transformation, The Hackett Group is raising the bar further with its shift to a Digital World Class measurement standard. Our new research details how highly technology-enabled organizations are achieving new levels of peak performance,” said Global HR Practice Leader Harry Osle.

“The results are impressive. But the bottom line is straightforward. Our research provides empirical evidence of the impact that digital transformation is having,” said Osle. “For years, companies have been making incremental improvements, optimizing processes, cutting costs and reducing transactional labor to reach world-class performance. But new technologies allow many companies to fast-forward to Digital World Class levels of operational excellence and business value. And they can get much of this benefit by overlaying digital technology on their existing systems, rather than embarking on large-scale infrastructure changes.”

A public version of the research, “Digital World Class Human Resources: Reaching New Heights in Peak Performance” is available free, with registration, at It contains more than 30 metrics detailing the performance of Digital World Class human resources organizations. But here is a summary of key research findings:

Improved Efficiency Digital World Class HR organizations now operate at 33% lower cost than typical HR organizations (i.e., peers) and 11.6% lower cost than traditional world-class HR organizations. For a $10 billion company, this represents HR cost savings of $17.7 million and $4.6 million, respectively. Over the past decade, the cost gap between world class and peers has widened as world-class HR organizations kept costs flat while peers increased cost by 1.5% annually. With the shift to Digital World Class, the gap has now widened even further. Digital World Class HR organizations also employ 40% fewer full-time equivalent (FTEs) than peers per billion dollars of revenue, and each HR full-time employee is also able to serve 66% more people.

Greater Effectiveness – The advantages seen by Digital World Class HR organizations extend far beyond lower costs. These elite HR organizations are also able to deliver improved quality, providing greater strategic business value and enhanced agility. They deliver greater business value, with 59% fewer involuntary terminations per 1,000 employees than typical companies. They also take 22% fewer days to fill management positions, and average 72% fewer transaction process errors.

Improved Stakeholder Experience – In the digital era, stakeholder experience is a more critical performance dimension than ever before. Digital World Class HR organizations provide a better experience to their internal stakeholders. They are 82% more likely to be able to act as strategic advisors to the business, 67% more likely to be viewed as a valued business partner, and 9% more likely to be viewed as agile in meeting business challenges.

Six Areas of Excellence – Technology enablement is at the heart of the Digital World Class performance advantage. However, to fully unlock the potential of technology, leading HR organizations also focus on five other key areas: data and analytics; cloud-based modern architecture; operating model evolution; end-to-end process design and ownership; and talent. The research provides details about Digital World Class performance in HR in each of these areas. For example, in data and analytics, the pandemic has led to new urgency in improving forecasting and analysis, and Digital World Class HR organizations have a significant head start, having made substantial inroads in automating knowledge processes, freeing up staff capacity to perform value-adding work, and building a strong data architecture to enable insight generation and self-service reporting and analysis. Compared to peers, Digital World Class HR organizations also provide more than twice as many automated self-service capabilities for data management, reporting and compliance. Digital World Class HR organizations are also at the forefront of architecture modernization and cloud migration. Finally, at Digital World Class HR organizations, HR leaders have addressed deficiencies in critical skills that plague typical HR organizations. They have rebalanced their workforce, reducing headcount in transactional roles and increasing it in areas like strategic workforce planning and analytics. They have developed the ability to drive insight, and skills essential to business partnering such as emotional intelligence, relationship management, innovation, and change orientation.

Action Plan for Digital World Class – The Hackett Group’s research offers an outline of how companies can do an assessment of their current performance, maturity, and capabilities, identify design future capabilities to advance the digital agenda, and create a journey map to progress towards Digital World Class performance levels.

Digital World Class human resources organizations are those that achieve top quartile performance in operational excellence and business value across an array of weighted metrics in The Hackett Group’s comprehensive human resources benchmark. The Digital World Class analysis is also designed to quantify the performance improvement opportunity achievable by maximizing technology enablement of human resources work and optimizing the human resources technology landscape. The Hackett Group’s Digital World Class human resources research is based on an analysis of results from recent benchmarks, performance studies, and advisory and transformation engagements at hundreds of global companies.

About The Hackett Group

The Hackett Group® (NASDAQ: HCKT) is an intellectual property-based strategic consultancy and leading enterprise benchmarking firm to global companies, offering digital transformation including implementation of leading enterprise cloud applications, workflow automation and analytics that enable Digital World Class™ performance.

Drawing from our unparalleled IP from nearly 20,000 benchmark studies with the world’s leading businesses – including 93% of the Dow Jones Industrials, 91% of the Fortune 100, 80% of the DAX 30 and 55% of the FTSE 100 – captured through our leading benchmarking platform, Quantum Leap®, and our Digital Transformation Platform (DTP), we accelerate best practices implementations.

More information on The Hackett Group is available at:, [email protected], or by calling (770) 225-3600.

The Hackett Group, quadrant logo, World Class Defined and Enabled, and Digital World Class are the registered marks of The Hackett Group.

Cautionary Statement Regarding “Forward Looking” Statements

This release contains “forward looking” statements within the meaning of Section 27A of the Securities Act of 1933 as amended and Section 21E of the Securities Exchange Act of 1934, as amended. Statements including without limitation, words such as “expects”, “anticipates”, “intends”, “plans”, “believes”, seeks”, “estimates” or other similar phrases or variations of such words or similar expressions indicating, present or future anticipated or expected occurrences or outcomes are intended to identify such forward looking statements. Forward looking statements are not statements of historical fact and involve known and unknown risks, uncertainties and other factors that may cause the Company’s actual results, performance or achievements to be materially different from the results, performance or achievements expressed or implied by the forward looking statements. Factors that may impact such forward looking statements include without limitation, the ability of Hackett to effectively market its digital transformation and other consulting services, competition from other consulting and technology companies who may have or develop in the future, similar offerings, the commercial viability of Hackett and its services as well as other risk detailed in Hackett’s reports filed with the United States Securities and Exchange Commission. Hackett does not undertake any duty to update this release or any forward looking statements contained herein.


Gary Baker, Global Communications Director – (917) 796-2391 or [email protected]

Ingersoll Rand Names Elizabeth Meloy Hepding as Senior Vice President, Business Development and Kate Keene as Senior Vice President, Human Resources, Talent, and Diversity, Equity and Inclusion

DAVIDSON, N.C.–(BUSINESS WIRE)–Ingersoll Rand Inc. (NYSE:IR), a global provider of mission-critical flow creation and industrial solutions, is pleased to appoint two company executive leadership positions. Elizabeth “Liz” Meloy Hepding is named senior vice president, business development, and Kate Keene is promoted to senior vice president, human resources, talent, and diversity, equity and inclusion. Both Hepding and Keene will report to Vicente Reynal, president and chief executive officer of Ingersoll Rand, as part of his executive leadership team and be based in Davidson, N.C.

As senior vice president of business development, Hepding will oversee business development strategy, sourcing, execution, and integration, including mergers, acquisitions, divestitures, restructurings, joint ventures and strategic partnerships. Her appointment will be effective July 19 and she will relocate from Chicago to Davidson, N.C.

With more than 20 years of strategy, M&A and corporate development experience, Hepding joins Ingersoll Rand from PurposeBuilt Brands where she served as vice president of corporate development since 2019 and guided the company’s expansion through acquisitions. Prior to that, she was senior vice president, strategy and corporate development at Essendant Inc., where she was responsible for all acquisitions, divestitures and partnerships, and led the execution of Essendant’s sale to Staples. She began her career in investment banking, spending more than a decade in the industry, primarily at UBS Investment Bank where she held roles of increasing responsibility.

Liz’s vast experience in business development strategy and M&A, with expertise in target identification, pipeline generation and negotiations, combined with her broad industry experience across many sectors including industrial manufacturing makes her a strong fit for Ingersoll Rand,” said Reynal. “She brings further leadership in integration planning and executing key strategic initiatives – both of which are areas where Ingersoll Rand is known for delivering on our commitments to stockholders and generating near and long-term value. We welcome Liz to the team, and I am confident she will offer valuable guidance and counsel, and help deliver growth for our company.”

Effective immediately, Keene will lead the global strategy for all human resources, talent and organization capability, and diversity, equity and inclusion for Ingersoll Rand. She will serve as a key member of the executive management team, and will provide counsel to the executive team on important matters such as organizational design and talent decisions. She succeeds Craig Mundy who is retiring in early 2022 after 15 years with the company to spend time with family and focus on his national and community board appointments. Mundy will help with the transition and special projects until his retirement.

In her most recent role, Keene served as an HR business partner for the company’s global Precision and Science Technologies segment as well as led the North America region HR team. She joined Ingersoll Rand in 2016 as director of HR for corporate functions and then led a global HR team supporting the Fluid Management, Material Handling and Power Tools business units, where she aligned HR strategies and processes to the most pressing business needs. In addition to Ingersoll Rand, Keene has nearly 20 years of experience in human resources leadership positions at GE and Sabic. She received her bachelor’s degree in business administration and management from Pennsylvania State University.

Promoting Kate from within the company is a testament to Ingersoll Rand’s proven approach to diversity and leadership talent development, succession and deployment, which is a key tenet of our strategy,” Reynal noted. “Kate and Craig have worked together for several years which will provide an advantage for a swift and seamless transition. On behalf of everyone at Ingersoll Rand, I thank Craig for his contributions to the company and wish him well in retirement. He has been instrumental in developing our company Purpose, Values and culture, and instilling his leadership for strategically managing talent as a way to drive business performance. Craig tirelessly worked to build our new Ingersoll Rand with inspired teams, talented and capable employees and improved offerings and capabilities within our global HR function, and Kate will build on the foundation Craig has developed.”

About Ingersoll Rand Inc.

Ingersoll Rand Inc. (NYSE:IR), driven by an entrepreneurial spirit and ownership mindset, is dedicated to helping make life better for our employees, customers and communities. Customers lean on us for our technology-driven excellence in mission-critical flow creation and industrial solutions across 40+ respected brands where our products and services excel in the most complex and harsh conditions. Our employees develop customers for life through their daily commitment to expertise, productivity and efficiency. For more information, visit


Misty Zelent

[email protected]


Christopher Miorin

[email protected]

UKG Supports Customer Crisis Management, Recovery, Resiliency with Wellbeing at Work Solutions

LOWELL, Mass. & WESTON, Fla.–(BUSINESS WIRE)–#wellbeingUKG (Ultimate Kronos Group) today announced an enhanced set of global capabilities spanning its entire suite of HCM, payroll, HR service delivery, and workforce management solutions that empower businesses, HR leaders, and managers to operate with a people-first focus throughout any crisis or disruptive event.

Wellbeing at Work solutions tailored specifically in UKG Pro, UKG Dimensions, UKG Ready, and UKG HR Service Delivery help UKG customers dynamically respond in the face of crisis or any disruptive event to support the financial viability of the business and ensure holistic wellbeing for all employees, with features that:

  • Protect their people and overall organizational health;
  • Build open, transparent lines of communication with employees, managers, and teams;
  • Connect people with colleagues, their work, and their community to make an impact; and
  • Design and adapt programs and processes in an ever-changing world.

“Our world continues to change at an incredible pace, and disruptive events seem to happen more today than ever before. Organizations must continually adapt to both protect their business and support their people,” said Chris Todd, president at UKG. “UKG took the lead with our Contact Tracing and Workforce Continuity initiatives at the onset of the COVID-19 pandemic, and we continue to invest in our solutions so customers can make quicker, better-informed decisions that prioritize the physical and mental wellbeing of their people while ensuring business operations continue during any future crisis or consequential event — from extreme weather, wildfires, and human-made disasters to supply chain disruptions, flu seasons, and times of social unrest.”

Protect People and Overall Organizational Health

From pre-shift health and wellness surveys to contactless time tracking using a mobile app or facial recognition technology, employers can provide safer options and check in on physical and mental wellbeing before employees even start their day. Once at work, scheduling teams in cohorts or pods can provide stability and help contain risk of sickness, while enhanced contact tracing can quickly notify people who are potentially exposed to illness.

During a lasting crisis or disruptive event, customers can leverage the UKG Workforce Continuity Hub to quickly deploy and manage communications and surveys around specific events — including weather disruption, natural disasters, and workplace infections — with real-time visibility into how events are impacting people on a local, regional, and global scale, in a convenient dashboard view. Document Manager provides a secure way to manage relevant health and safety documents, such as vaccination record cards.

“Our employees are spread all across North America, and we are committed to building genuine and trusting relationships with our people,” said Alma Fowler, HR manager at EDP Renewables. “Whether we’re contending with a pandemic or hit by a big winter storm, we’ve identified our UKG solution as a vital tool for supporting our people’s wellbeing and ability to work.”

Build Open, Transparent Lines of Communication with Employees, Managers, and Teams

Employers today are expected to be a source of trust and care, and UKG broadcast tools keep people informed of critical health, community, and company updates via their device of choice. With UKG communication tools, organizations can send targeted notifications as well as personalized messages requiring employee acknowledgement. On-the-go HR assistance also empowers employees to reach out for help anytime, from anywhere.

As an event or crisis evolves over time, UKG customers can curate specific Knowledge Base resource pages that give people immediate access to relevant and timely information — such as company news, return-to-work updates, reboarding checklists, new tools, and updated policies — within the flow of employees’ normal work processes.

Connect People with Colleagues, Their Work, and Their Community to Make an Impact

As employees adapt while being dispersed in the face of crisis, UKG Wellbeing at Work helps strengthen relationships across distance and drive productivity with virtual collaboration integrations, such as with the Slack app and Microsoft Teams. Configurable UKG Employee Voice surveys help organizations understand employee sentiment, while employee pulse check-in surveys ensure people feel connected and heard during workplace change.

“I cannot emphasize enough how UKG helped us transition and be successful in early 2020 when our employees were required to work from home,” said Dawn Tishkoff, human resources generalist at ALE Solutions. “Our UKG solution continues to help us provide a welcomed level of normalcy for our people in a not-so-normal year.”

Employees can also add shifts that best align with their potentially uprooted lives through AI-powered schedule recommendations, while integrations with applications such as Microsoft Outlook streamline communication and approvals for work schedules and time-off requests.

For employees with the means to give to those impacted by crisis, charitable giving tools — including UKG Pro Giving — allow organizations to quickly and easily set up meaningful campaigns that support communities in need and enable employer-match contributions.

Design and Adapt Programs and Processes in an Ever-Changing World

With the ability to track custom KPIs, measure engagement, monitor fatigue, and glean real-time guidance based on a combination of employee feedback, People Analytics, and intelligent forecasting in UKG solutions, employers can build action plans by understanding how a crisis is impacting their people and empower managers to make operational decisions to strengthen workplace engagement and proactively prevent burnout.

Additionally, with proactive compliance features combined with global people insights, analytics, and reporting, UKG customers can stay up to date with ever-changing federal and state labor laws and guidelines while dynamically adjusting to new workforce demands and future-proofing people management processes.

“Physical and emotional safety as well as communication, connection, and belonging have never been more important to employee wellbeing and organizational success,” said Nanne Finis, RN, MS, chief nurse executive at UKG. “Organizations must evaluate how they are meeting their people’s needs and whether their technology and processes are empowering the business to be strategic, supportive, transparent, and responsive in unique times of crisis or change.”

Supporting Resources

About UKG

At UKG (Ultimate Kronos Group), our purpose is people. Built from a merger that created one of the largest cloud companies in the world, UKG believes organizations succeed when they focus on their people. As a leading global provider of HCM, payroll, HR service delivery, and workforce management solutions, UKG delivers award-winning Pro, Dimensions, and Ready solutions to help tens of thousands of organizations across geographies and in every industry drive better business outcomes, improve HR effectiveness, streamline the payroll process, and help make work a better, more connected experience for everyone. UKG has 13,000 employees around the globe and is known for an inclusive workplace culture. The company has earned numerous awards for culture, products, and services, including consecutive years on Fortune’s 100 Best Companies to Work For list. To learn more, visit

Footnote 1: Gartner, Magic Quadrant for Cloud HCM Suites for 1,000+ Employee Enterprises, Jason Cerrato, Ranadip Chandra, Jeff Freyermuth, Ron Hanscome, Chris Pang, Helen Poitevin, Sam Grinter, John Kostoulas, Amanda Grainger, 9 November 2020; Footnote 2: Ultimate Software and Kronos merged on April 1, 2020, and became UKG (Ultimate Kronos Group) on October 1, 2020.; Footnote 3: Gartner, Critical Capabilities for Cloud HCM Suites for 1,000+ Employee Enterprises, Jason Cerrato, Ranadip Chandra, Jeff Freyermuth, Ron Hanscome, Chris Pang, Helen Poitevin, Sam Grinter, John Kostoulas, Amanda Grainger, 23 November 2020.

Copyright 2021 UKG Inc. All rights reserved. For a full list of UKG trademarks, please visit All other trademarks, if any, are property of their respective owners. All specifications are subject to change.


UKG Contact:
Tonya Eckert

+1 978 947 1688

[email protected]

For Sales Information:

+1 800 432 1729

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Chris Rollins: A Coach for LGBTQ+ HR, People, and Culture Professionals

In this episode of OutBüro Voices featuring LGBTQ professionals, entrepreneurs, and community leaders from around the world, host Dennis Velco chats with Chris Rollins who is a coach for HR, people, and culture professionals.

Chris Rollins is a Leadership and Executive Coach for HR, People, and Culture Leaders, especially in the LGBTQ+ community, yet not exclusively. He does this work to deepen the commitment to his purpose: to hold safe space so that people have the courage to find and live their truth. His purpose-driven approach to coaching helps his clients connect more powerfully with who they are, what they want, and the courage to bring it to life.

Prior to working as an independent coach, he spent a decade climbing up the leadership ranks in corporate America. He started in an entry-level sales role and spent almost 8 years in various individual and leadership roles driving revenue in new business and account management. During that time, he made the largest impact coaching and mentoring people around him and building strong teams. And that’s what he loved the most.

This led him to a career pivot out of sales into organizational development to scale his impact on people and culture internally. Most recently, he was the SVP of Organizational Development for a 150 person company. As part of the executive leadership team, he was a trusted thought partner to the CEO and was leading high impact company-wide initiatives.

To connect with Chris find him on OutBüro here.

Join me and Chris on OutBüro, the LGBTQ professional and entrepreneur online community network for gay, lesbian, bisexual, transgender, queer, allies and our employers who support LGBTQ welcoming workplace equality focused benefits, policies, and business practices.

Would you like to be featured like this? Contact the host Dennis Velco.