HR Path, the global human resources specialist, offers comprehensive services ranging from strategic thinking to the deployment of integrated tools in the field of human resources. HR Path’s vast experience allows it to anticipate your needs rather than react to them. This strength makes HR Path a true trusted advisor to its customers.

—————————

With over 1000 employees and offices in 18 countries, we provide implementation services, application support, and specialized products for SuccessFactors and SAP® HCM. We utilize SAP model company based pre-configured SuccessFactors delivery approaches to drive faster implementation and a higher return on investment.

We have SAP SuccessFactors recognized expertise in Employee Central & Employee Central Payroll, Talent Solutions, Recruiting & Onboarding. This important designation is awarded to partners who have proven themselves through positive customer references, certified consultants and recent go-lives in each awarded area.

Our automated testing solution for SuccessFactors (4Deets) helps to radically reduce manual testing during implementation and post-go-live.

  • Industry Verticals Served:Energy & Natural Resources, Financial & Professional Services (Banking/Insurance), Consumer Industries (Agribusiness / Consumer Products / Fashion/ Life Sciences / Retail), Discrete Industries (Aerospace / High Tech / Automotive), Government, Healthcare, Higher Education, Hospitality, Life Sciences, Manufacturing, Media, Non-profit, Services Industries (Airlines / Communications / Engineering / Sports / Sports / Entertainment / Travel), Public Services, Technology
  • Glassdoor Revenue:Over $100 million (USD) per year
  • Glassdoor Ownership Type: Company - Private
  • Glassdoor Founded: 2004
  • Glassdoor Headquarters:Atlanta, GA
  • SAP Awards / Designation:SAP recognized expertise in Employee Central & Employee Central Payroll, Talent Solutions, Recruiting & On-boarding. This important designation is awarded to partners who have proven themselves through positive customer references, certified consultants and specialized knowledge.
  • SAP Successfactors Partner Since (Year):SAP partner since 2004, SuccessFactors since 2011
  • # of Successfactors Projects Completed:1000+
  • # of Certified Successfactors Consultants:350
  • Marquee Customers:Mohawk, Vistaprint, WABCO, Chart Industries, Banco Popular, Haworth, AGCO, BEKO
  • What sets us apart from other System Implementers?:SAP SuccessFactors Recognized Expertise, SuccessFactors Automated Testing solution, Global capabilities, Pre-configured modules
  • Countries Covered:NOAM, Western Europe, Rest of Europe, Middle East / Africa, LATAM, APJ
  • Number of HCM Certified Consultants (combined):350
  • Glassdoor Rating:4.0

    45 Reviews for HR Path

    Raven Certified

    3152 Reviews

    SAP SuccessFactors HR/HCM Project by HR Path

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  Talent Market Place
    Company Size:  0 – 1,000 Employees  /  Industry:  Government / Military
    Regions in Scope:  North America
    Reviewer Role:  Project Leader

    Consultant Recognized: 
    Project(s) in Scope:  Add-on deployment (Phase 2, and not in the original SOW)

    Systems Expertise  4 out of 5
    Implementation Process  4 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work precisely

    Was the implementation team who actually performed the work the same team that was proposed?
    Slight change in team

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Be clear with your expectations and your availability to fully participate in the project.

    Raven Certified

    3152 Reviews

    Workday HR/HCM Project by HR Path

    4/ 5

    ERP Area: HR/Human Capital Management
    Software:  Workday HCM
    Products Implemented:  HCM (HR Core),Recruiting / Onboarding,Benefits,Employee Case Management,AMS (Application Management Services),Time&attendance and Expenses
    Company Size:  50 – 100k Employees  /  Industry:  Finance / Banking / Insurance
    Regions in Scope:  North America,Europe, Middle East & Africa,Asia Pacific & Japan,South Asia
    Reviewer Role:  Decision Maker

    Consultant Recognized:  Abdel Serghini
    Project(s) in Scope:  Initial deployment (Phase 1),including GJA, Advanced Comp and also WD Learning (still busy with the deployment)

    Systems Expertise  4 out of 5
    Implementation Process  3 out of 5
    Responsiveness  3 out of 5
    Quality of Consultants 4 out of 5
    Flexibility / Adaptability 4 out of 5

    SPEED & COST
    Speed vs. Expectations:  4x+ time expected
    Cost vs. Expectations: 4x+ cost budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work well, but our needs changed during implementation

    Was the implementation team who actually performed the work the same team that was proposed?
    No change

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    We originally started with different deployment partner in 2017 – and moved towards WD themselves and support from HR Path as of 2020 -> as of the re-start with the retrofit we didn’t have delay at least not for country deployment. We did encounter delay with Advanced Comp specifically (2,5 month versus originally booked for 13 months)

    Lessons Learned:
    – it’s hugely important you have enough knowledge of the software AND how to implement in house
    – when you don’t have your countries already on one product it’s not possible to move them in a waterfall methodology unless they are using already a global footprint in their current system
    – don’t underestimate moving to a global footprint and self-service and the change management needed
    – changing way off delivering the service simultaneously with the new tool is ok, including Shared Services and executing knowledge transfer takes a lot of time before they have they work at a certain pace (you need more than 6 months to come to a bit of speed – meaning less backlog)
    – changing payroll at the same time as implementing WD could go together but risk is higher

    Raven Certified

    3152 Reviews

    Workday HCM HR/HCM Project by HR Path

    4/ 5

    ERP Area: HR/Human Capital Management
    Software:  Workday HCM
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding
    Company Size:  10 – 20k Employees  /  Industry:  Manufacturing
    Regions in Scope:  North America,Europe, Middle East & Africa,Asia Pacific & Japan,South Asia
    Reviewer Role:  Project Team Member

    Consultant Recognized: 
    Project(s) in Scope:  Optimization / Ongoing support services

    Systems Expertise  3 out of 5
    Implementation Process  3 out of 5
    Responsiveness  4 out of 5
    Quality of Consultants 3 out of 5
    Flexibility / Adaptability 3 out of 5

    SPEED & COST
    Speed vs. Expectations:  1.25x the time we expected
    Cost vs. Expectations: 1.5x cost budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work well, but our needs changed during implementation

    Was the implementation team who actually performed the work the same team that was proposed?
    No change

    Raven Certified

    3152 Reviews

    Cegid Talentsoft HR/Human Capital Management Project by HR Path

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  Cegid Talentsoft
    Products Implemented:  Talent Management (Learning, Performance, Succession Planning, Social Collaboration)
    Company Size:  0 – 1,000 Employees  /  Industry:  Media / Printing / Publishing
    Regions in Scope:  North America,Europe, Middle East & Africa,Asia Pacific & Japan,Latin America,South Asia
    Reviewer Role:  Decision Maker

    Consultant Recognized:  Nelson NITIGA and Chloe Demongeot
    Project(s) in Scope:  Initial deployment (Phase 1)

    Systems Expertise  5 out of 5
    Implementation Process  5 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  2x time expected
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work precisely

    Was the implementation team who actually performed the work the same team that was proposed?
    No change

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    The workshops are helpful but the language in some resources and the platform switches between French and English. This is a bit challenging.

    Raven Certified

    3152 Reviews

    SAP SuccessFactors Talent Management Implementation with Cornerstone Integration

    5/ 5

    ERP Area: HR/Human Capital Management
    Software: SAP SuccessFactors
    Products Implemented:  Talent Management (Learning, Performance, Succession Planning, Social Collaboration)
    Company Size:  1 – 5k Employees  /  Industry:  Food Service
    Regions in Scope:  North America,Latin America
    Reviewer Role:  Project Leader

    Consultant Recognized:  Alexa Lopez
    Project(s) in Scope:  Initial deployment (Phase 1),Training

    Systems Expertise  5 out of 5
    Implementation Process  5 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work precisely

    Was the implementation team who actually performed the work the same team that was proposed?
    Slight change in team

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Satisfactory, all questions were answered.

    Raven Certified

    3152 Reviews

    SAP SuccessFactors HR Core, Talent Management, Recruiting, Benefits, Payroll, & Employee Surveys Project

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding,Benefits,Payroll,Employee Surveys / Sentiment
    Company Size:  0 – 1,000 Employees  /  Industry:  Government / Military
    Regions in Scope:  North America
    Reviewer Role:  Project Leader

    Consultant Recognized:  Melanie Belzile
    Project(s) in Scope:  Initial deployment (Phase 1),Add-on deployment (Phase 2, and not in the original SOW),Optimization / Ongoing support services,Training

    Systems Expertise  5 out of 5
    Implementation Process  5 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 4 out of 5

    SPEED & COST
    Speed vs. Expectations:  Less than the time we expected!
    Cost vs. Expectations: 1.25x cost budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner did not identify issues that came up during implementation and we had some change orders

    Was the implementation team who actually performed the work the same team that was proposed?
    No change

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Work from the user’s perspective. Think “hire to fire”. Each module has a lead person, but don’t forget to have a lead person who looks after the user’s interface and how the modules interact with each other.

    Raven Certified

    3152 Reviews

    SAP SuccessFactors HR Core, Talent Management, Recruiting, Benefits, Payroll, & Employee Surveys Project

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding,Benefits,Payroll,Employee Surveys / Sentiment
    Company Size:  0 – 1,000 Employees  /  Industry:  Finance / Banking / Insurance
    Regions in Scope:  North America
    Reviewer Role:  Decision Maker

    Consultant Recognized:  Rashmi Gangadharaiah
    Project(s) in Scope:  Initial deployment (Phase 1),Add-on deployment (Phase 2, and not in the original SOW)

    Systems Expertise  5 out of 5
    Implementation Process  4 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 4 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: 1.25x cost budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work well, but our needs changed during implementation

    Was the implementation team who actually performed the work the same team that was proposed?
    Team changed a lot

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Deployment is a direct relationship to quality of assigned consultants on each module.

    Raven Certified

    3152 Reviews

     SAP SuccessFactors HR Core, Recruiting, & Performance Project

    4/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Recruiting / Onboarding,Performance/Goals
    Company Size:  0 – 1,000 Employees  /  Industry:  Government / Military
    Regions in Scope:  North America
    Reviewer Role:  Project Leader

    Consultant Recognized:  Andre Du Plessis
    Project(s) in Scope:  Add-on deployment (Phase 2, and not in the original SOW)

    Systems Expertise  3 out of 5
    Implementation Process  3 out of 5
    Responsiveness  4 out of 5
    Quality of Consultants 2 out of 5
    Flexibility / Adaptability 4 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner did not identify issues that came up during implementation and we had some change orders

    Was the implementation team who actually performed the work the same team that was proposed?
    Slight change in team

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Ensure consultant staff know their product and can advise on best practices. Consultant should steer client away from errors that will not work or mistaken assumptions in how software functions (e.g. unsupported tokens in templates, misuse of common fields that will result in incompatibility down the line).

    Raven Certified

    3152 Reviews

    SAP SuccessFactors HR Core, Talent Management, Recruiting, & Compensation Project

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding,Compensation
    Company Size:  1 – 5k Employees  /  Industry:  Manufacturing
    Regions in Scope:  North America,Europe, Middle East & Africa,Asia Pacific & Japan,Latin America
    Reviewer Role:  Project Leader

    Consultant Recognized:  Malia Huxhold and Monika Sharma
    Project(s) in Scope:  Initial deployment (Phase 1),Optimization / Ongoing support services,Training

    Systems Expertise  5 out of 5
    Implementation Process  4 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  1.25x the time we expected
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work precisely

    Was the implementation team who actually performed the work the same team that was proposed?
    No change

    Raven Certified

    3152 Reviews

    SAP SuccessFactors HR Core, Talent Management, Recruiting, Benefits, Payroll, Employee Surveys, & AMS Project

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding,Benefits,Payroll,Employee Surveys / Sentiment,AMS (Application Management Services)
    Company Size:  10 – 20k Employees  /  Industry:  Manufacturing
    Regions in Scope:  North America,Europe, Middle East & Africa,Asia Pacific & Japan,Latin America,South Asia
    Reviewer Role:  Project Sponsor

    Consultant Recognized:  Malia Huxhold
    Project(s) in Scope:  upgrade

    Systems Expertise  5 out of 5
    Implementation Process  5 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: Less than we budgeted!

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work precisely

    Was the implementation team who actually performed the work the same team that was proposed?
    No change

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Make sure to have feedback from your stakeholders throughout the project instead of making decisions based only on best practices.

    Rate us and Write a Review

    Your rating for this partner

    angry
    crying
    sleeping
    smily
    cool
    Browse

    Your review is recommended to be at least 140 characters long

    HR Path is a global human resources specialist offering comprehensive services ranging from strategic thinking to the deployment of integrated tools in the field of human resources. With over 1000 employees and offices in 18 countries, they provide implementation services, application support, and specialized products for SuccessFactors, SAP® HCM and Workday.

    This week, we had the pleasure of getting to know Franck Pinel, HR Path’s Director of Consulting. Franck has been with the organization since 2012, and prior to HR Path, worked in various different consulting roles that gives him broad experience in HR technologies.

    HR Path continues to outperform other SAP and Workday partners in overall customer satisfaction. So, what is HR Path doing differently?

    When asked what makes customers so happy with their overall relationship, the HR Path team attributes this high customer satisfaction to their in-depth relationship with their customers.  HR Path has an 8.92 average customer satisfaction score, as opposed to the industry standard of 7.7 out of 10. Learn more about how Raven Intel measures each consulting partner here.

    Another key factor here is HR Path’s scoping accuracy.

    “Change orders are the exception rather than the norm—we don’t look at change orders as part of our growth plan.  We accurately scope projects and typically present a fixed scope plan that we don’t deviate from,” says Franck.

    A few other key factors noted by Franck are the consultants, communication skills and technical expertise. “We specialize with integrations and we are the best at testing—we have our own testing system,” added Franck.

    Do not rush through the planning phases of your project. Make sure you understand the conversion process. Trust your partner, they have done this before and are making recommendations designed for you.
    – Retail company in North America with 5-10k employees

    What does the ideal HR Path customer look like?

    HR Path works with customers of all sizes and various industries. Their typical customer has a global footprint with multiple locations and languages are often a good fit to work with HR Path, as their 1,000+ consultants across the globe provide support in North America, Latin America EMEA, and Asia Pacific.

    Raven Intel’s customer reviews for HR Path include feedback from a wide variety of industries, such as:

    How does HR Path approach challenges during implementation?

    Franck said that each customer that comes to HR Path has a unique implementation and situation, so the challenges and solutions required are also unique to the customer. Each implementation is crafted to solve that customer’s problem.

    “We have the chance to develop a specific methodology to modernize and manage each customer’s project,” says Franck.

    This customized approach has allowed HR Path to be 23% more likely to deliver on-budget and 31% more likely to deliver on-time.

    HR Path offers “pre-packaged” solutions, where they offer both fixed-price implementations and have prepared packaged solutions to the common problems that are often experienced. This, Franck says, allows them to accelerate the implementation and continue pushing forward, despite challenges that may occur.

    “We had a great team, global group and dedication. This was THE core HR project of our global organization, thus lots of support and momentum. The consulting company was flexible and attentive, yet also spoke up when we tried to go around best practice (we encouraged them to keep us “in the best practice lane”). – Global Agriculture, forestry & fishing company with 20-50k employees

    How does HR Path recruit the “right” project managers and consultants?

    HR Path recruits for two very different skills in their project managers and consultants – HR experience (on the customer side) or technical skills.

    “It’s not easy to find consultants because we are doing HR and technology. It’s not something that you study at school, so we really look for two parts: we could take someone who is mostly technical, with a lot of functional skill but no language on the other side or on the other hand,” said Franck. “We are also looking for those who come from the HR or the business/customer side, or we were dealing with customer activities. I think that 90-95% of our employees on a project have HR technology experience before joining the team.”

    Finding the right team members also helps to keep HR Path’s customer satisfaction rates high and consulting teams consistent. According to data collected by Raven Intel, 46.2% of projects are reviewed having no change in team at all and 53.8% note a slight change. None of the Raven Intel verified reviews note a significant change, which is a big difference from the overall SAP and Workday peer partner industry.

    “It’s all about the people and the fact that our consultants are senior and experienced – truly the best in the industry. From a technical perspective, we have certifications in every module, but our people know HR and that’s what makes them stand out,” says Franck.

    Over 500+ of HR Path’s consultants are HCM certified.

    What should HCM customers know about HR Path?

    What some SAP SuccessFactors and Workday customers may not know about HR Path is that their team offers more than just specialized implementation support. HR Path provides various types of business consulting activities, communication support and change management support.

    “So, it’s not only doing the end-user training, but it’s also about working on the communication plan and how we can help transform the organization. We will support the HR team however they need and suggest some support activities.”

    Franck noted that most of their competitors don’t typically take the route of focusing on their smaller companies, so this focus and support from HR Path helps them stand out and provide the utmost customer service.

    “I think that’s where we could be of real interest for them and to become part of their support organization,” Pinel added.

    It is very beneficial having a consultant evolved who is very knowledgeable of not only the system but also the business aspect of the implementation. Simply having a configurations specialist sometimes does not help the client make the right long term decisions. The consultants should be able to help the client through reviewing policies and keeping the long term road map in mind. – Wholesale company in North America with 1-5k employees

    What does HR Path see as the future of implementation?

    Franck noted that future implementations and advanced cloud technologies will play a role in customized SAAS implementations.

    “Customers will either already have their implementations established in the cloud or will be ready to move onto it. We need to work on the integration, work in the integration on the cloud, or maybe to develop some specific application,” adds Franck.

    HR Path’s Future Goals

    Franck noted that HR Path is looking to further develop their service offering and continue expanding globally.

    Our strength does not only lie in the implementation of SAP SuccessFactors, but we want to promote our expertise with other vendors such as Oracle, Workday, Cornerstone or Talentsoft, and apply the “Advise to Run” strategy that we have successfully used in other markets. Our objective is to help companies for which human capital is essential in their digital transformation to contribute to the performance of their human resources,” said Franck.

    About Raven Intel

    Raven is an independent 3rd party providing candid project reviews.  Raven also provides at-a-glance information about certifications, firm profile data and keeps all information standard and consistent.  It gives Consulting partners the ability to manage their own listing information and consistently tracks Key Performance Indicators that are not published by software vendors.

    In addition, it provides a way for customers to endorse the work of their partner and share with others their tips for success.  Raven allows customers to see a more comprehensive list of options available, ask for references and get additional cost comparisons for project work. (See: “10 Questions You Should Ask a Potential Consulting Partner” for initial research findings.)

    SiteLock