Worklogix is a management and technology services firm specializing in enterprise application development, innovative products and implementation support for HCM technologies. Our professional services focuses within the Talent Management modules of SAP HCM and SuccessFactors, including Goals and Performance Management, Compensation Management, Succession Planning, Career & Development Planning, Learning and Recruiting. We offer our SuccessFactors customers with SAP HANA Cloud extensions (available on the SAP HANA Cloud Marketplace).
We Love HR!
We have assembled a global team with years of experience implementing HCM solutions. Our team is dedicated to understanding your business challenges, helping you leverage your technology and implement solutions that deliver results.
IMPLEMENTATION SERVICES
Worklogix partners with clients to plan, configure, develop and integrate both SAP SuccessFactors products and custom applications. We are a certified, strategic SAP SuccessFactors Silver PartnerEdge Partner, and our implementation approach is aligned with the SAP SuccessFactors Activate methodology, reducing overall project cost and managing risk. Our team is ready to work with you to deliver a solution that meets your business requirements.
ADVISORY SERVICES
Clients are faced with a myriad of decisions regarding HCM solutions, cloud integration and business strategy. We partner with you to deliver the right level of consulting services. Our tailored approach produces the desired outcomes that move your business forward, assisting with analysis, prioritization in defining Transformation scope, and working to provide a prioritized, actionable view of your Transformation road map.
APPLICATION SUPPORT
Cloud and Hybrid solutions have become increasingly complex. In order to provide support that resolves issues quickly, a unique mix of resources is required. We provide end-to-end support services that help you focus on your business, assisting clients with the management of SAP SuccessFactors products from break/fix support to release management to supplemental support in training and documentation.
Glassdoor Revenue: Unknown / Non-Applicable
Glassdoor Ownership Type: Company - Private
Glassdoor Founded: 2006
Glassdoor Headquarters:Vienna, VA
SAP Awards / Designation:Silver Partner, Recommended Expert: Talent Solutions, Onboarding/Recruiting
What sets us apart from other System Implementers?:2 Decades of SAP experience, deep specialty with HR & Talent--particularly with Performance, Succession & Compensation
Countries Covered:NOAM, Western Europe, Rest of Europe, Middle East / Africa, LATAM, APJ
Number of HCM Certified Consultants (combined):35
Glassdoor Rating:5.0
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, K-12, Life Sciences, Manufacturing, Media, Non-profit, Services Industries (Airlines / Communications / Engineering / Sports / Sports / Entertainment / Travel), Public Services, Technology
8 Reviews for Worklogix
Raven Certified
2898 Reviews
SAP SuccessFactors HR Core & Compensation Implementation
5/ 5
ERP Area: HR/Human Capital Management Software: SAP SuccessFactors Products Implemented: HCM (HR Core),Compensation Company Size: 1 – 5k Employees / Industry: Regions in Scope: North America Reviewer Role: Project Leader
Consultant Recognized: Jeremy Masters 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 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 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
2898 Reviews
SAP SuccessFactors HR Core & Talent Management Implementation
5/ 5
ERP Area: HR/Human Capital Management Software: SAP SuccessFactors Products Implemented: HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration) Company Size: 20 – 50k Employees / Industry: Food Service Regions in Scope: Asia Pacific & Japan,Europe, Middle East & Africa,Latin America,North America,South Asia Reviewer Role: Decision Maker
Consultant Recognized: Jeremy Masters Project(s) in Scope: Optimization / Ongoing support services
Systems Expertise 5 out of 5 Implementation Process 5 out of 5 Responsiveness 3 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: 1.5x 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 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?
Standardize your processes
Engage with stakeholders
Continuous improvement
Raven Certified
2898 Reviews
SAP SuccessFactors HR Core Implementation
5/ 5
ERP Area: HR/Human Capital Management Software: SAP SuccessFactors Products Implemented: HCM (HR Core) Company Size: 5 – 10k Employees / Industry: Media / Printing / Publishing Regions in Scope: Asia Pacific & Japan,Europe, Middle East & Africa,Latin America,North America,South Asia Reviewer Role: Decision Maker
Consultant Recognized: Jeremy Masters Project(s) in Scope: Optimization / Ongoing support services
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?
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?
Worklogix is a key partner for us. They know very well SF and the HCM processes.
Raven Certified
2898 Reviews
SAP SuccessFactors HR Core, Talent Management & Recruiting Implementation
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 Company Size: 10 – 20k Employees / Industry: Media / Printing / Publishing Regions in Scope: Asia Pacific & Japan,Europe, Middle East & Africa,Latin America,North America,South Asia Reviewer Role: Project Leader
Consultant Recognized: Jeremy Masters Project(s) in Scope: Add-on deployment (Phase 2, and not in the original SOW),Optimization / Ongoing support services
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: 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 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 have counted on Worklogix for years to provide excellent service to us for years, initially with SAP HCM products that they provided to us, and then again as advisors during our SAP SuccessFactors implementation. It was great to have Jeremy and Jamie provide us their expertise as we tackled a challenging global implementation with over 30 countries. Their extensive knowledge in both SAP HCM and SF gave them a unique advantage to understanding some of the pain points we had with our particular implementation. I always appreciate the great professional relationship that we’ve cultivated over the years as well.
Raven Certified
2898 Reviews
SAP SuccessFactors HR Core, Recruiting & Learning Implementation
5/ 5
ERP Area: HR/Human Capital Management Software: SAP SuccessFactors Products Implemented: HCM (HR Core),Recruiting / Onboarding,compensation, performance management, Learning Company Size: 1 – 5k Employees / Industry: Utilities Regions in Scope: North America Reviewer Role: Project Leader
Consultant Recognized: Venki Krishnamoorthy and Susan Traynor Project(s) in Scope: Optimization / Ongoing support services
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: Less than the time we expected! 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?
Worklogix was very responsive and was always available to help.
Raven Certified
2898 Reviews
SAP SuccessFactors Compensation Implementation
5/ 5
HR Software: SAP SuccessFactors Products Implemented: SuccessFactors Compensation Company Size: 10 – 20k Employees / Industry: Wholesale Regions in Scope: North America Level of Complexity: 8 Reviewer Role: Project Team Member
Consultant Recognized: Jeremy Masters Project(s) in Scope: 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 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 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?
Make sure that you work with your internal HR business partners to have finalized requirements for their process. This makes the entire process in working with the partner much smoother and everyone will have a better experience.
Raven Certified
2898 Reviews
SAP SuccessFactors Talent Management Implementation
5/ 5
HR Software: SAP SuccessFactors Products Implemented: Talent Management (Learning, Performance, Succession Planning, Social Collaboration) Company Size: 50 – 100k Employees / Industry: Food Service Regions in Scope: North America Level of Difficulty: 10 Reviewer Role: Decision Maker
Consultant Recognized: Jeremy Masters Project(s) in Scope: Initial deployment (Phase 1),Add-on deployment (Phase 2, and not in the original SOW)
Systems Expertise 4 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?
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?
Timezone coverage matters; Language capability matters; understanding the business you are dealing with is crucial
Raven Certified
2898 Reviews
SAP SuccessFactors HR Core, Talent Management & Other Implementation
5/ 5
HR Software: SAP SuccessFactors Products Implemented: HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Other Company Size: 5 – 10k Employees / Industry: Pharmaceutical / Chemical Regions in Scope: Asia Pacific & Japan,Europe, Middle East & Africa,Latin America,North America,South Asia Level of Difficulty: 9 Reviewer Role: Project Leader
Consultant Recognized: Jeremy Masters 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: 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 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?
When changes to processes and management of data will occur, it is critical to have alignment at all levels of the organization to avoid circular discussions or changes to decisions.
When a company is moving from distributed service/process/system to centralized service/process/system, defined engagement from localized resources/stakeholders is essential to success.
Rate us and Write a Review
To view more reviews, please login first. If you don't have an account, you can create one for free with your LinkedIn sign-in or by clicking the registration button below.
Jeremy Masters, Managing Partner at Worklogix has been an HR practitioner for over 22 years. He spent his early years with PwC Consulting, and IBM Global Business Services and has been involved in over 70 projects, specializing in helping large, global customers implement SAP SuccessFactors. We’ve received multiple reviews from customers for his firm’s recent project work.
Worklogix, an independent SAP SuccessFactors SI, has consistently outperformed both industry and SAP SuccessFactors partner averages with regard to customer satisfaction, on-time / on-budget delivery, project scoping quality & team consistency based upon customer reviews written on Raven Intel. I spoke with Jeremy to ask him what he feels is critical to customer success in SAP SuccessFactors project deployments.
On Partnership & Understanding Team Roles from the Beginning…
“It’s so critical to identify and understand the roles of each project team member, the internal dynamics of how things work and the culture of the customer’s organization–from the very beginning. For instance, which team will be responsible for the system configuration? Which team will be responsible for communication? Who maintains relationships with the business partners? Knowing ‘who’s who’ will ensure that meetings are efficient and that you are assigning the right tasks to the people who will be responsible to see they get done. In addition, with the changes that these digital transformations bring, there are inevitably times when a team member might be fearful and wonder, “will I lose my job?” You have to be careful to understand the culture and the makeup of how things get done as well as how the transfer of tasks will impact a team member personally.
What helps, too, is when you can meet with the a small core team / executive sponsor and understand the guiding principals about a particular function prior to any kickoff. Thinking about a recent implementation, we had ‘pre-meetings’ with a small executive group who managed the Compensation Center of Excellence ahead of time to understand their strategic principals / goals. Using that information as a baseline, it made the more technical / configuration meetings much more harmonious.”
On Consistency in Customer Branding & Communication…
“It’s so important that Human Resources keeps with the brand spirit of the organization–whether it’s through Compensation Statements, communications around process changes or any aspect of the system–it needs to be consistent. As a Consultant, you need to be hyper-aware of brand, colors and nothing can be ‘sloppy’. We just completed a Compensation Statement project for a customer where they had their own brand of the color red that we configured in the system. A good consultant will ensure that they make the system or anything that the employee will touch appear as an extension of the company brand.”
Greatest Accelerator in a Project: An Experienced Consultant Who Asks The Right Questions (and a Customer Who Knows What They Want)
“Last week, Brandon Toombs wrote on Twitter, ‘Overheard on a client discussion earlier today: “The best accelerator is experienced consultants who know how to ask the right questions.’ I totally agree with that, but I’d add ‘and a customer who knows what they want.’ I think about many of the projects that went really well and a common theme is the customer’s project lead had influence internally and the autonomy to make system changes without a lot of layers. I just went through one big implementation where the customer, who despite being incredibly complex because of all of their global entities / legal and regulatory issue, had a very detailed standard operating procedure. It was much easier to step in and ask the right questions then, because the customer could more quickly come up with answers and had a baseline of what was required. I’d also add that it gets infinitely easier when the customer also knows the product.”
On Project Scoping…
The reviews that we see at Raven Intel show that Worklogix has close to 100% scoping accuracy. What do you attribute this to?
“I think it’s knowing the product well so we can get specific on the effort. We’ve done it so many times that we are accurate in the time / cost estimates we provide. I have worked for organizations where change orders were part of the standard way we operated, but I’ve seen even a small $2,000 change order damage a relationship. To me, it’s just not worth it and I come from a different philosophy. At Worklogix, it’s not that we don’t want to get paid for what we’ve done, it’s just that we seek the greater good for our customers. There are times when there will be material changes that need to be made, most of the time the customer changes the scope and is well aware and accepting of them, but that is more of the exception than the norm that I see.”
