The Challenge

The Challenge

Guy’s & St Thomas Foundation wanted to improve their internal tools by finding a system that could serve as a single source of truth for all employee data. Their existing setup was fragmented, with information stored across multiple systems. This made it difficult for employees to access accurate data and for HR to manage processes efficiently.


With around 200 employees and several stakeholders involved in decision-making, the challenge was as much about alignment as it was about technology. The Foundation needed a solution that could bring people, processes, and data together in one place, while supporting their goal of improving employee engagement and transparency.

Our Solution

Our Solution

We began by implementing Core HR and Talent modules through HiBob to unify employee data, improve engagement, and establish a single, reliable source of truth.  The Core system was the backbone upon which the other modules could be successfully built – and Udder helped guide this carefully.

Building on this success, we introduced:

  • Workforce Planning, to manage position requests, streamline approvals, and track workforce structure.
  • Compensation Management, to support grading systems, visualise pay bands, and manage compensation cycles.

This phased and consultative approach resulted in a sophisticated, fully integrated HR ecosystem.   Introducing a new HR system is often fraught with difficulties but the implementation was on time and on budget, and received much positive feedback from staff and the People & Culture team too.

Our Approach

Our Approach

Rather than simply implementing a system, we took the time to understand the Foundation’s business processes and priorities. We asked questions, explored opportunities for automation, and worked closely with stakeholders to ensure the solution would go beyond the basics.


Our approach focused on collaboration and curiosity. We didn’t just configure modules. We helped the Foundation see how an HRIS could transform their ways of working. This included identifying further opportunities, such as implementing the Workforce Planning and Compensation modules, to create a more connected and efficient HR environment.

Results

Results

What started as a search for a simple HR system became a comprehensive people platform that supports both strategic goals and day-to-day operations.

The Foundation now benefits from:

  • A centralised hub for all people data.
  • Streamlined workforce and compensation processes.
  • Improved transparency and employee engagement.
  • An integrated payroll platform

Although there were some delays during job catalogue approvals, we maintained open communication and adapted timelines to keep the project on track. The result is a future-ready HRIS that simplifies administration, strengthens data-driven decision-making, and supports continued growth.