HR Digital

In FY2025/3, we worked with an expert partner to undertake Phase 0 of our HR Digital Transformation. We agreed key principles for the future and developed a business case and plan for a Global solution. We also conducted an activity analysis with 98% completion rate across Global HR to understand where their time is being spent. This has given us a wealth of data to understand our current state, including highest areas of cost and where we ought to prioritize when digitalizing HR processes and improving how we operate.

In addition, we will continue to explore the use of digital solutions in HR that are future proof and can scale to add global value. In Japan, we are piloting AI-powered tools as part of our HR Digital transformation. This includes the introduction of an internal HR chatbot (generative AI) to provide employees with timely and accurate responses to common HR-related questions, improving service speed and accessibility. Additionally, we are leveraging AI technology to generate automated summaries of meeting transcripts, allowing for more efficient knowledge sharing and better follow-through on actions. These innovations are enhancing the employee experience while also reducing administrative workload.

The key focus for FY2026/3 and Outcomes

Value we will create

Employee experience and engagement

  • Aligned operations delivering a consistent customer-focused service
  • Better and simpler experience for leaders managing global teams
  • Improved trust from our stakeholders due to greater data integrity

Efficiency and cost saving

  • Reduced administrative overhead as a result of fewer manual processes
  • Saving time and resources due to less need for data cleaning and re-work
  • Increased productivity and cost optimization through streamlined workflows, reduced duplication and better resource allocation

Speed and agility

  • Improved decision making as a result of better data visibility, enabling leaders to make informed, timely and confident decisions with data
  • Faster decision making through clearer HR roles and responsibilities
  • Easier to scale HR Operations, as the organization grows, our digital systems and operating model can handle increased volume without proportional increase in HR headcount
  • Greater agility allowing for faster response to market changes or customer needs, and easier adaptation to new technologies or business models

Governance and controls

  • Greater governance and controls ensuring consistent execution and compliance and reduced operational risk through improved oversight. Supports compliance with legal and industry standards reducing the risk of fines or reputational damage

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