Friday/Poppins

Project Scope

Implementing Bob as the new HRIS to replace the legacy system
Developing a phased project plan to ensure a structured, value-driven implementation while adhering to tight deadlines

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Use Cases

Seamless migration from the old HRIS to HiBob
Phased rollout of modules for HR Core, Attendance, Compensation, and Talent Management
Value-driven onboarding focused on business requirements
Optimizing performance and talent review cycles

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"The team quickly understood our challenges and needs, guiding us through a structured, value-driven onboarding process. Thanks to their expertise and flexible approach, the transition to HiBob went smoothly. We were able to meet our critical deadlines and focus on what truly matters for our business."

Izabela Szczepanska

IT & Security Project Lead

Achieving sustainable results in three steps

Each of our projects follows a clear logic: we identify existing roadblocks, implement effective HR structures, and ensure long-term success. Explore in detail how we followed this approach to deliver sustainable results and create tangible relief for our clients.

Challenges

ICEYE wanted to implement a new HRIS – a switch from their legacy system to Bob.
The consultant previously engaged for this purpose could not complete the task to their satisfaction and within the expected timeframe.
The result was frustration and significant time pressure.

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Solution

In a two-day workshop, we were able to identify ICEYE's challenges and the scope of work.
We created a project plan and developed an MVP approach.
We revised the original timeline and divided it into two project phases to break down the plan for simultaneous implementation of Bob's HR Core, Attendance, Compensation, Talent, and Payroll modules into manageable sections.
In the second phase, we focused on Talent and Compensation to enable ICEYE to optimize their performance and talent review cycles.
We ensured a value-driven implementation of the system, focusing on the client's needs rather than simply working through an implementation checklist.

Impact

After a pilot phase, we were able to ensure Bob could go live. For the launch, we had already fully implemented the HR Core and Attendance modules.
We developed state-of-the-art processes that required minimal ramp-up time for the client. At the same time, many loose ends were tied up.
We ensured value-driven onboarding.

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Implementation of a new HRIS and ensuring value-driven onboarding