Client background

Cobham Advanced Electronic Solutions (CAES) is a US based, 3,500 employee, commercial and military manufacturer of microwave electronics, radomes, antennas and radios, as well as satellite and mobile communication capabilities.

The business challenge

CAES was using disparate HR systems and paper processes to run their HR functions. Challenges associated with their infrastructure included: 

• Difficulty tracking and accurately reporting real-time employee data
• Inability to provide employees HR support or facilitate talent management processes
• Lack of an HR Help Desk placed heavy administration burden on local HR functions
• Inefficient HR processes and limited visibility into organizational talent

Amidst the above, CAES needed to adhere to strict data privacy guidelines to remain FedRAMP compliant.

The Baker Tilly approach

CAES partnered with Baker Tilly to implement Oracle's Core HR, HR Help Desk, Talent Management, Learning, and Workforce Compensation modules. The implementation was conducted in four phases; Program-Wide Harmonize (Phase 0), Core HR, HR Help Desk and Talent Management  (Phase I), Learning (Phase II), and Workforce Compensation (Phase III).

During Harmonize, Baker Tilly helped CAES develop an Enterprise Common Model to enhance and streamline their HR processes. A roadmap in context of CAES's priorities and systems interdependencies was also defined. 

During Phase I, Baker Tilly led the client through a process to drive system design while simultaneously assessing fit to specific geographic and business unit requirements within the context of HCM Cloud for Core HR, HR Help Desk, and Talent Management. This entailed alignment of CAES's business processes to system capabilities which resulted in:

• Migration from multiple Core HR systems to one platform that held all HR data
• Creation of the "HRSolution" team - CAES's HR Help Desk 
• Integrated talent management processes for talent profile, career development, goal management, performance management, talent review and succession planning
• Definition of a HiPo Program across Talent Management and Compensation modules
• Roll-out of manager and employee self-service with defined approval workflows

Phase II focus shifted to the delivery of the new Oracle Learning Cloud solution. Baker Tilly worked with the CAES Learning team to develop guiding principles for:

• Process optimization of their platform agnostic learning content
• Enhanced controls for security and tracking compliance related courses
• Interfacing with third party vendors to obtain learning content as needed

In Phase III, Baker Tilly is working with the client to design a comprehensive Workforce Compensation module focusing on:

• Streamlining compensation processes and awards across the organization
• Developing the organization’s first ever Total Compensation Statement

The business impact

• Successful deployment of Oracle HCM Cloud Talent Management, Core HR and HR Help Desk modules resulted in a single source of HR data across all locations
• Empowerment of employees to manage their own HR and talent data through employee self-service across the Oracle HCM Cloud platform
• Ability to make more informed business decisions through real-time reporting capabilities and advanced analytics

For more information on this topic, or to learn how Baker Tilly specialists can help, contact our team.

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