Consulting
Our HR audit methodology
Last Updated: 21.09.2026An HR audit is useless if it ships an 80-page deck no one reads. Our 4-phase method — diagnosis, prioritisation, actionable recommendations, implementation plan — targets an operational deliverable, not an academic report. Reading time5 min LevelIntermediate Last updatedMay 2026 ModuleHR audit The 4 phases Diagnosis (weeks 1-2) Interviews with execs, HR, managers, employee sample....
Run a GDPR / HRIS compliance audit
Last Updated: 21.09.2026GDPR, Swiss nFADP, retention periods, employee rights, sub-processing: an HR compliance audit spots gaps before a regulator (CNIL, PFPDT) or an employee complaint does it for you. Reading time5 min LevelAdvanced Last updatedMay 2026 ModuleHR audit Standard scope Section Content Data mapping What data, where, for how long Legal bases Contract, legal obligation, legitimate interest,...
Diagnose HR processes and tooling
Last Updated: 21.09.2026Before investing in a new HRIS or reworking a process, you need to know where time and money leak. The processes & tooling diagnosis quantifies HR digital maturity and proposes a pragmatic roadmap. Reading time5 min LevelAdvanced Last updatedMay 2026 ModuleHR audit Maturity grid (5 levels) Level Characteristic Example 1 – Manual Excel, paper, emails...
Scope and launch an Illizeo project
Last Updated: 21.09.2026Kick-off conditions everything that follows. A clear scope — goals, perimeter, team, budget, milestones, governance — avoids the blind spots that kill 30% of HRIS projects within six months. Reading time5 min LevelIntermediate Last updatedMay 2026 ModuleDeployment support Scoping deliverables (weeks 1-2) Deliverable Content Scoping note Goals, scope, exclusions, success KPIs Roadmap Key milestones, dependencies,...
Change management on an HRIS project
Last Updated: 21.09.202670% of failed HRIS projects fail because of change resistance, not technology. Investing early in a structured change management approach turns a deployment into a lasting transformation. Reading time5 min LevelAdvanced Last updatedMay 2026 ModuleDeployment support ADKAR model applied to HRIS Step Goal Actions Awareness Why change Leadership communication, site visits, testimonials Desire Want to...
Secure data migration and cutover
Last Updated: 21.09.2026Data migration is the riskiest moment of an HRIS project: a bad transfer and January’s payroll is wrong for 500 people. Our 3-wave method (sandbox, parallel run, cutover) secures this critical step. Reading time5 min LevelAdvanced Last updatedMay 2026 ModuleDeployment support Data to migrate Category Typical volume Sensitivity Employee profiles 1 line / person Very...
Build a user training plan
Last Updated: 21.09.2026Training 500 people in 4 weeks at HRIS go-live sounds impossible. With an audience-segmented plan, short formats and well-dosed blended learning, it’s totally achievable — and far more effective than a monolithic schedule. Reading time5 min LevelIntermediate Last updatedMay 2026 ModuleUser training Audiences to train Audience Recommended duration Format Employee (self-service) 30 min E-learning +...
Run an Illizeo ambassador program
Last Updated: 21.09.2026Internal ambassadors have 5x more impact than corporate communication on new tool adoption. Well-recruited, trained and motivated, they turn an imposed rollout into a transformation people own. Reading time5 min LevelIntermediate Last updatedMay 2026 ModuleUser training Step-by-step Identify ambassadors 10-15% of headcount. Volunteers preferred. Mix: managers, ICs, tenured/new, different sites. Brief the mission What’s expected...
Measure adoption after go-live
Last Updated: 21.09.2026An HRIS adopted at 30% is dead loss. At 90%, it’s a transformative investment. In between: the post-go-live work. Measure, understand blockers, adjust. Reading time4 min LevelIntermediate Last updatedMay 2026 ModuleUser training Adoption indicators Indicator Formula 90-day target Login rate % of actives logged at least once / month >95% Weekly usage % of actives...
Redesign an HR process
Last Updated: 21.09.2026An HR process can be redesigned in 6-10 weeks: diagnosis, design, prototype, test, rollout. The approach applies to reviews, onboarding, leave management or any other flow. The key: involve real users from the design phase. Reading time5 min LevelAdvanced Last updatedMay 2026 ModuleProcess optimisation Step-by-step Scope it Which process, which goals (reduce time, lower errors,...
