Intuit wanted "the best HR service, cost, and scalability to invest in growth."

Challenge

Intuit's three-year growth plan included global expansion and top- and bottom- line growth. In order to achieve their business strategy, they needed to define: a three-year framework based on stakeholder feedback, business drivers, and market trends; the processes and information that deliver the "right user experiences at the right cost"; and the inputs for a three-year strategy given their talent management lens.

What they lacked was visibility into their HR processes and expenses outside of HR, and the "big picture" of their technology infrastructure. Without this information, they could not accurately prioritize and roadmap their initiatives.

Solution

By administering Hewitt's HR Analyzer measurement tool, Hewitt was able to assess Intuit's HR-related expenses; resource allocations; technology infrastructure; and delivery channels. In addition, stakeholder feedback was gathered to get the pulse of HR's key customers. The outputs were benchmarked to peer and leading companies as a measure of where Intuit stood compared to the marketplace.

Intuit was able to get the desired stakeholder feedback, insight into business drivers, and current market trends; gain an understanding of internal processes and infrastructure, allowing Hewitt to identify opportunities; and discover the data which could serve as a foundation to build a business case for a change to the organization design and service delivery model.

Results

By utilizing this comprehensive approach, Hewitt was able to make recommendations based on the data in the context of Intuit's overall business strategy. Our recommendations had three key components:

• Define HR's value contribution to the business.
  
• Integrate and streamline the service delivery model and infrastructure.
  
• Redefine the value proposition and refocus HR's priorities

Using HR Analyzer was just the first step in Intuit's "HR Reinvention" process and has served as the foundation for the business case for change and the design of their future-state HR organization.