Recognizing the contributions of Human Resources professionals.
Oracle HCM Cloud Rubies awards recognize and celebrate HR trailblazers who have made it an art to invest in their people and make their organizations shine using Oracle HCM Cloud.
Congratulations to our 2017 Oracle HCM Cloud Rubies award winners!
Game Changer: Modernization Award—Clare Conaghan, Save the Children UK
Happily Ever After Award—Tom Coleman, American Tower
Talent Show Award—Kim Grant, Stanley Black & Decker
It’s All in the Numbers Award—Fabio Fukuda, Cummins, Inc.
Time is on My Side Award—Joseph Collette, Citizens Bank
Express Lane Award—Leena Wakankar, ASK Investment Managers
Dynamic Duo Award—Patrick Benson, ClubCorp
It’s a Mobile World Award—Kristy Godbold, Marriott International
Keep it in the Family Award—Chandra Gour, Dubai Airports
We are family Award—Jim Rhodes, Emerson
These HR Gems were nominated and selected by the Oracle HCM Cloud community. Winners will be celebrated at Oracle HCM World, April 11 to 13, 2017, in Boston, Massachusetts. We look forward to celebrating their achievements at the event, and we hope you can join us there.
Explore the award winners and their stories below.
Recognizes teams that did something unique with Oracle Human Capital Management (HCM) Cloud and took their HR function out of the dark ages of manual processes and out-of-date tools to the modern digital age.
Save the Children UK—Clare Conaghan, HR Director
With an inadequate system nearing the end of its life, Save the Children UK had many challenges. Perhaps the biggest problem, however, was that its internal systems relied on having significant admin overheads, which was getting in the way of people delivering aid. The organization needed to optimize its people and enable them, fast. The solution called for the implementation of a standard core Oracle HCM Cloud Solution to change the game. Not too long after, Conaghan was in the lead: Staff at every level within the organization was in control of their HR and the need for admin help within aid projects continues to be phased out.
Recognizes businesses that relied on Oracle HCM Cloud during a major merger or acquisition.
American Tower—Tom Coleman, VP of HR, Compensation and Benefits
ATC successfully set up the structure and employee records for their Viom acquisition, which included more than 1,600 new employees. This includes running the employee core data daily through a custom integration to the Oracle EBS Financial applications. More than 10,000 employee goals were extracted from another system and were uploaded utilizing a spreadsheet loader to allow the new ATC employees the ability to update comments and participate in the year-end performance management tool. As with all ATC Oracle HCM projects, a project plan, timeline, and weekly calls with the team were maintained to prevent issues and to ensure the company was on track for a successful outcome. With Tom at the helm, the team collaborated well and focused on managing the tasks needed to complete the project. Communication and respect for team members were keys to success. When a constraint was identified, the team brainstormed to review all available options to resolve the issue. The project was successful because failure is not an option at ATC.
Recognizes teams that leverage Oracle HCM Cloud’s recommended jobs and workforce visibility features to drive internal mobility, retention and development.
Stanley Black & Decker—Kim Grant VP Talent Development
After significant growth over the last decade, both organically and through M&A, Stanley Black & Decker had outgrown their manual paper–based talent management processes. Grant and the team set up to transform the talent management function by leveraging Oracle HCM Cloud. By standardizing processes globally, the company gained deeper insights into its talent, building a foundation to identify and manage talent gaps, and enabling mobility across the organization. They launched a completely new approach to talent management to more than 25,000 employees worldwide in 21 different languages. In a short period the organization was able to set consistent goals that tie back to business objectives, assess their ability to move into new markets due to real-time access to deeper talent data, and drive key talent to new opportunities. Stanley Black & Decker has always placed a high value on getting their leaders of the future into the right roles at the right time. In the past this exercise cost a significant amount of effort to make it successful. They cut the preparation effort 50 percent in the first year. The analytics generate the data and reports needed, eliminating the need to manually collect and assemble data across a large and highly complex organization. They now have a single source for all of their talent management data, and have been able to enact a significant culture change where performance management, career development, and career planning have moved from an annual exercise to an ongoing, iterative process. The organization is much more nimble in preparing and moving talent despite their incredible size, geographic spread, and organizational complexity. Grant played a critical role in driving the success of the program.
Recognizes an organization that is using Oracle HCM Cloud analytics to improve talent management and retention.
Cummins Inc.—Fabio Fukuda, HRIS Director, Global Integrated Talent Management
With more than 55,000 employees in more than 50 countries, Cummins struggled with a diverse HR technology footprint and manual, complex, and time-consuming talent management processes. Cummins set out on a journey to total HR transformation. After integrating Oracle Talent Management CloudTalent Review and successfully going live in more than 40 countries, Cummins had more than 98 percent user adoption in year 1. They reduced the cycle time to collect the information needed to calibrate key talent from three months to three weeks. Armed with deeper insight from the new dashboards, the HR leadership team saw no strong correlation between the time given to supervisors to complete the process and a higher completion percentage. This resulted in cycle-time reductions from three to two weeks in the following year, resulting in a more-efficient and cost-effective process. This was the first time the CHRO had been exposed to the OTBI dashboards and she quickly realized the power behind them. Fukuda and the team installed a flat screen in her office, where the dashboards were displayed 24/7. These dashboards became very popular among the senior HR leadership team and drove the demand for more BI. As a result, the team obtained additional funding to implement BICS next year. The “secret sauce” was quickly realizing the power of OTBI-enabled dashboards and, instead of waiting for the business to tell us what they wanted, we seized the opportunity and gave them what they needed. Now, they are eager for more.
Recognizes organizations that use Oracle HCM Cloud to dramatically reduce their time to hire.
Citizens Bank—Joseph Collette, Head of HR solutions, SVP
Citizens Bank has had a clear vision ever since they started on their journey to the Oracle HCM Cloud two and a half years ago. Leveraging the Oracle Talent Management Cloud has allowed the company to go from manual to automated processes by improving time to hire while allowing new hires to become more productive in less time. By taking on a phased methodology, the recruiting module fits into this strategy very well and Citizens is now fully live on all of the talent modules including compensation, talent review, performance, goals, and recruiting. With time on its side, the company is now in the process of implementing core HR in the near future.
Recognizes companies that have started to reap the rewards of Oracle HCM Cloud in the shortest time possible.
ASK Investment Managers—Leena Wakankar, Chief People Officer
To ensure a transformational implementation, ASK Investment Managers followed three key steps: They prepared a process manual, worked with an implementation partner and Oracle to understand the product in detail, and did requirements gathering during the product evaluation phase. The understanding of Oracle HCM Cloud at the start helped Wakankar move faster and more efficiently. She implemented Oracle HCM Cloud in phase one, with core HR and leave and attendance modules in less than eight weeks. Performance management, compensation, career, and succession planning were then implemented in phase 2 in six months. With real-time accurate data being made available, the organization’s HR and business managers have improved productivity by more than 30 percent. Through this system, managers are now able to track their team’s performance and time spent, on a regular basis. This enables them to provide regular feedback and ensure progression in performance as Wakankar continues exploring the power of technology and Oracle HCM Cloud.
Recognizes teams who have experienced exceptional results using a combination of the different Oracle Cloud solutions together.
ClubCorp—Patrick Benson, CIO
There are great things that different Oracle Cloud solutions can achieve when they’re used together. ClubCorp proved this to be true with the advent of its very own Dynamic Quadruplet. Patrick’s relentless focus on process and technology improvement to enable significant business growth sparked the company to embark on a major transformation across finance and HR. Key drivers were to redesign end-to-end processes for optimization and to realize the cost benefits of moving to the cloud. Key users were engaged to drive acceptance and innovation. As ClubCorp evaluated both the processes and technologies supporting the business, it became clear that a robust deployment of Oracle HCM Cloud for recruiting and onboarding, Oracle Incentive Compensation Cloud for sales commission plan payments, Oracle Cloud for Finance, and Hyperion would help orchestrate ClubCorp’s journey to modern finance and HR.
Recognizes a business that’s using Oracle HCM Cloud to deliver flexible, simple, and exceptionally engaging mobile HR experiences.
Marriott International— Kristy Godbold Global HR Officer, Talent Acquisition & HR Analytics and Global Finance
Recognizing the next big leap for talent acquisition was to have a fully responsive mobile job application experience, Marriott International turned to Oracle to provide a solution that streamlined a global candidate experience without sacrificing data integrity or delaying the application process. The organization also sought a highly branded, differentiated experience that would seamlessly pull through its employer brand including the rest of its mobile career site. Aside from its success as being one of the first companies to implement a fully responsive mobile job application, Marriott also succeeded in implementing mobile search and apply improvements—a feat that illustrated the company’s revolutionary mind-set. Now, approximately 25% of their candidates use a mobile device to search for a job and complete their full application, which also includes integrated assessments and the Work Opportunity Tax Credit survey. For Marriott, it certainly is a mobile world after all.
Recognizes teams that use Oracle HCM Cloud to retain the very best talent.
Dubai Airports—Chandra Gour, Head of Manpower Planning & HRD System
Dubai Airports recently announced a US$32 billion expansion to build the world’s biggest airport that will serve as a global gateway for an expected 200 million passengers annually by the end of the next decade. These plans, in which recruitment is a strategic part, have fueled the launch of DA’s mobile-responsive career portal. Designed to attract top talent, it is the central hub for all hiring needs. With passenger traffic increasing by 15 per cent year-on-year at Dubai International, a scalable talent solution that can handle both current and future talent requirements was vital.
As a part of the Dubai Government’s digital transformation, Dubai Airports decided to move from a shared service on premise environment to its own cloud environment. The goal of the project was to give the 3000 employees of Dubai Airports cutting edge employee engagement tools – all on mobile devices. Dubai Airports has rolled out Oracle HCM Cloud and Oracle Platform as a Service (PaaS) to take care of all employee processes – core HR, absences, self-service, talent management, payroll, recruiting, and onboarding in addition to their company specific processes. They used the social sourcing capabilities to tap in to their community’s social networks to acquire new talent. All of these have been enabled on mobile leveraging Oracle Cloud capabilities. They are expanding the footprint to take additional advantage of other innovative capabilities that we provide.
Prior to the recruitment platform, DA’s hiring was done traditionally. Now the entire process is seamless, online and mobile – from the application, to scheduling interviews and onboarding new hires. Dubai Airports recognizes that today smart phones, tablets and social media are a way of life for candidates. They are always connected and mobile. As an innovative employer of choice, they felt it was essential to have a fully mobile responsive career site so anyone, anywhere can apply from any platform or device and have a great user experience. They see top candidates like passengers. They expect a smooth journey. That is why they put so much thought and resources into the design and technology behind their talent acquisition process.
Recognizes nominees that are using Oracle HCM Cloud’s social sourcing tools
Emerson—Jim Rhodes, VP HRIS
Oracle HCM Cloud applications have been successful in driving Emerson to effectively utilize one common platform for all HR functions in all global units. Specifically, the company has implemented Oracle Talent Acquisition Cloud including onboarding and sourcing to enhance its recruiting efforts. The best things come from within, and Emerson knows a thing or two about this maxim. The company found their most qualified new hires came from the recommendations of current employees, and their ability to hire more people in this category has increased significantly since going live with Oracle HCM Cloud solutions.
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