Food Additive Manufacturer

Client Background

This HRchitect client is a manufacturer of food additives, nutrition powders, and spice blends that uses their proprietary chemicals to flavor and enhance the nutritional value of its food manufacturing partners’ products. Although this client is headquartered in New York, its 1400+ employees work at sales offices and manufacturing plants spread throughout the United States and the United Kingdom. This client organization has a lean corporate structure and is fast-growing, with growth fueled primarily by acquisitions.

The Challenge

The Client faced a fragmented HR technology environment, with multiple systems supporting different HR functions, limiting the ability to establish a single source of truth and generate reliable, organization-wide reporting. In addition, the organization needed to ensure compliance with global regulations such as General Data Protection Regulation (GDPR) while preparing for international growth.

Compounding these challenges, the Client’s HCM technology spend significantly exceeded industry benchmarks, creating pressure to optimize costs without compromising functionality. The organization needed to determine whether to replace existing systems or optimize and integrate current solutions, while also understanding the operational and financial impact of each potential strategy.

Client Profile

• Global company that develops, manufactures, and markets specialty performance ingredients and products
• Headquartered in Montvale, New Jersey
• 1,300+ employees
• Locations across the US, Canada, Europe, and Asia

The Project

The Client partnered with HRchitect to lead a comprehensive HCM technology strategy initiative. The project included all HR systems and functions, with the exception of Learning Management, which was determined to be highly effective and not in need of change.

HRchitect initiated the engagement with key stakeholders, including the Head of Talent and Corporate Systems & Data, the VP of HR, and the Controller. To ensure a holistic understanding of organizational needs, HRchitect designed and deployed stakeholder surveys across a wide range of users, including hiring managers, plant leaders, and business stakeholders.

Survey results were analyzed to identify key objectives and inform the development of a future-state HCM strategy. Based on these insights, HRchitect developed five distinct strategy options, each evaluating different approaches to system consolidation, optimization, and integration.

Each scenario included analysis of current system effectiveness, potential vendor solutions, and estimated costs. Through collaborative review sessions, the Client evaluated each option against defined objectives, ultimately selecting a strategy that balanced functionality, cost, and scalability.

The selected approach retained ADP for payroll and time & attendance, while introducing a GDPR-compliant HCM suite to support Core HR, Talent Acquisition, Performance Management, and Compensation. This strategy reduced system complexity while maintaining effective existing solutions and minimizing unnecessary costs.

Key Benefits

• Defined a clear, future-state HCM strategy aligned to business goals and growth plans

• Reduced system complexity by consolidating and integrating HR technologies

• Established a path to a single source of truth for accurate, organization-wide reporting

• Optimized HCM technology spend to align with industry benchmarks

• Positioned the organization for global growth and compliance, including GDPR requirements

The Results

Through its engagement with HRchitect, the Client established a clear, actionable HCM technology strategy aligned to its business goals and growth plans. By consolidating systems and prioritizing integration, the organization is positioned to achieve a true single source of truth for HR data, improving reporting accuracy and operational efficiency.

The selected strategy also enabled the Client to reduce overall technology costs by aligning system investments more closely with industry benchmarks, while avoiding unnecessary replacement of effective systems. Additionally, the organization is now better equipped to support international expansion and maintain compliance with global data privacy regulations.