Intuit Transforms HR

Introduction: Dave Duffield, co-CEO and Chief Customer Advocate, Workday Speaker: Jennifer Hall, VP of HR, Intuit

HUMAN RESOURCES

PAYROLL

Unified Business Management

BENEFITS FINANCIALS

SPEND

INITIATIVES

Workday Mobile Solutions

14 Updates
Enhanced User Experience

 96% Customer Satisfaction Rating 99.87% System Availability in 2011

"We believe that Workday offers a level of innovation and flexibility that will successfully support our individual and collective needs well into the future."
-Karen Magee, SVP and Chief Human Resources Officer, Time Warner Inc.

915 Workday employees

Rated Best Place To Work 4th Consecutive Year in A Row

230+ Customers (1.9+M Workers )

Services Technology Retail Manufacturing

Financial Services

Higher Education

Healthcare Related

Other

230+ Customers (1.9+M Workers )

Services Technology Retail Manufacturing

Financial Services

Higher Education

Healthcare Related

Other

A Leading Provider of Business and Financial Management Solutions

Founded in 1983 FY 2011 revenue: $3.9 billion Nasdaq: INTU Employees: 8,000+ (globally)

Most Admired: Software Industry

8 Years in a row
2004 2005 2006 2007 2008 2009 2010

2011

Fortune Top 100 Places to Work

6 Years in a row

Jennifer Hall
VP of Human Resources at Intuit Prior 18 years experience at Intuit:
Chief Information Officer (CIO) General manager of online services Business development Engineering

Mission: To Continually Develop People and Organizations Workday Customer #96

What I will cover

Intuits Journey The HR Challenge Our HR Transformation Our Learnings, Watch outs and Benefits

 Our Mission:

Intuits Journey

To be a premier innovative growth company that improves our customers financial lives so profoundly they cant imagine going back to the old way

Our recent evolution:

From desktop software to connected services, social & mobile From U. S. domestic to global offerings and talent

What remains strong:

Our values Customer focus Innovation

Innovative Solutions for Consumers & Business

~ Improving
Put up to $1,000 back in families pockets $550M in consumer savings identified to date

50M Lives

Help small businesses be 20% more profitable Customers revenues ~20% of U.S. GDP, pay 1 in 12 American workers

Help people get the maximum tax refund $40B in tax refunds, 1 out of every 3 tax returns e-filed

Improve FI profit per customer by 20% IB customers equal to the 5th largest U.S. bank

Help accountants be 20% more productive today Serve half of all accounting firms

The HR Challenge: Accelerate Growth

From ~8,000 employees ...in 6 countries ...in 28 locations ...7% virtual

To 15,000+ employees ...in 15 countries ...in 50 locations ...15+% virtual

Would our current mindset, processes, systems and delivery channels be effective? Efficient? Scalable?

From

HR Transformation: To Accelerate Intuits Growth

To

High HR effectiveness with high touch High touch delivery model for all managers & employees Fragmentation and duplication of efforts Many offerings/programs with a mindset of customization Variation in capability in org design, talent management, and L&D US centric mindset

Effective outcomes with efficient investment Increased self sufficiency for managers & employees Put the work in the right place what is best delivered in shared services Common where possible, custom where necessary modular design Experts being leveraged across the company Worldwide and virtual mindset

HR Transformation: To Accelerate Intuits Growth

Significant Work Required to:
Define future state processes and roles Redesign the organization around the work Change mindset, skill set and toolset Make HR systems effective and efficient

With TONS of Communication & Change Leadership

The HR Systems View: May 2009

FY 09 10 On Premise HR apps & 2 SaaS apps Inconsistent service delivery for each process Complex development & support requirements with costly and time consuming upgrades No Master Data Management solution and inefficient reporting Limited Worldwide capabilities Inconsistent partner relationships
19

The Challenges Total Cost of Ownership (TCO) for HR applications higher than peers Significant resource just to run the operations Technology falling behind industry Very different user experiences using the different applications IT partners required specific resources & skills for technologies Intuit offering SaaS solutions, but HR not realizing the benefit of SaaS

20

HR Managemt System Sales Comp Time & Attendance Case Managemt Merit & Bonus tool LMS / LCMS Employee Change Request Workplace Managemt Reporting & Analytics ESPP Talent Managemt

Spend by application and type

The View Then. May 2009

On Premise SaaS
Applicant Tracking

10 On Premise applications and 2 SaaS applications

HR Systems Transformation: Vision

FY 09 10 On Premise & 2 SaaS HR apps Inconsistent service delivery for each process Complex development & support requirements No Master Data Management solution and inefficient reporting Limited worldwide capabilities Inconsistent partner relationships FY12 0-2 On Premise HR Apps Process owners with consistent service delivery across applications Development focused on vendor interfaces & standard testing Master Data Management with real time data insights & reports All systems & processes worldwide Strong SaaS vendor/partner relationship
FY12: Fully deployed efficient, effective, scalable worldwide HR system

FY10: Self funded HR Core conversion providing most of the FY12 functionality

FY11: Further reductions of In House Apps and more self sufficiency

Changing the Mindset

FROM TO

Get it right from the start Build and customize it Do it yourself High touch

Launch, learn, and adjust Out of the box functionality configure it and integrate it Leverage vendors to do it for us Self Service

Changing the Skillset (and Work)

FROM Annual releases only when features were requested Testing with major releases Production support within the Intuit team IT with primarily software development skills HR Technology skills customizing applications HR skills are experts in delivering HR services TO Frequent new releases need to plan for new features Need testing to be repeatable Production support is in partnership with SaaS providers IT focuses on proprietary integrations HR skills for process engineering, web services, data & security Expertise in partner management & business intelligence

Changing the Toolset.

FROM Build custom solutions IT & HR teams managing application & infrastructure Systems implementation planning Add features as requested by the business Do quick fixes and work arounds TO Leverage best practices and technology that serves millions Vendors managing application and infrastructure Vendor/partners selection and relationship management Get features with each upgrade Managing security and uptime

The View Now. August 2012

Spend by application and type

Talent Managemt

LMS / LCMS

Time & Attendance

On Premise

SaaS

1 On Premise application and 6 SaaS applications

25

Applicant Tracking

Workday (HR MS)

Sales Comp

Career Exploration

HR Application Landscape Transformation & Costs

We revised our investment strategy Resulting in 35% reduction in overall application costs and we are reinvesting to accelerate business growth

Total Application Spend

On Premise SaaS

FY09

FY12

Closing Thoughts
The Learning Mindset, skill set, tool setin that order Tradeoffs of fast implementation get core functionality Didnt emphasize importance of first use experience The Watch outs Too many SaaS providers complexity of integration; you have to own Self sufficiency requires investing in manager capability Cant over-communicate the why of the change The Benefits TCO reduced which has allowed us to invest in other areas Complexity reduced Positioned to scale globally for growing workforce

We are not done yet. Its a journey

But it doesnt look like this!

We are focusing on the user experience

Questions?

Visit us @ Booth #609

Enterprise HR, Payroll, and Financials in the Cloud