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Pitney Bowes: Driving Results with a Holistic View of Employee Experience
Technology Category
- Analytics & Modeling - Predictive Analytics
- Analytics & Modeling - Real Time Analytics
Applicable Industries
- Professional Service
- Software
Applicable Functions
- Business Operation
- Human Resources
Services
- Data Science Services
- System Integration
- Training
The Challenge
Pitney Bowes faced challenges in gaining visibility into critical workforce trends such as hiring, movement, performance, and retention. The process of manually bringing data together from disparate systems was lengthy and resource-heavy, limiting data insights to expert users. Additionally, the data was inconsistent and difficult to reconcile with Finance’s numbers, generating a lack of trust. HR struggled to answer questions from senior leaders in a timely manner and to get buy-in for key programs due to the lack of precise data needed to quantify ROI.
About The Customer
Pitney Bowes is a global technology company that provides solutions in the areas of ecommerce, shipping, mailing, and financial services. Founded nearly 100 years ago as a postage meter company, it has evolved into a true technology company. Key to its long-term success are employee retention and engagement, as well as diversity and inclusion. The company’s data-savvy senior leaders frequently come to HR with questions related to all phases of the employee lifecycle, from hiring and onboarding through to performance and retention.
The Solution
To address these issues, Pitney Bowes’ CHRO pushed to make the entire HR function more data-driven and broaden access to people insights across the organization. The HR technology team chose Visier’s full suite of people analytics solutions, including Visier People® Organization, Talent, Planning, Diversity & Inclusion, Talent Acquisition, and Learning. This allowed them to connect data from disparate sources and enable HR and business leaders with access to information via self-service. The platform was first rolled out to HR leaders, HR business partners, and HR field generalists, and then deployed more broadly to senior leaders, general managers, key financial leaders, and line managers. They use the application on a weekly basis to look at trends related to areas such as headcount, talent acquisition, and retention. HR also uses the platform to track applicant flow and sourcing, improving talent acquisition processes critical to revenue growth.
Operational Impact
Quantitative Benefit
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