Services
Platforms
Industries
Customers
Insights
About
Turn employee experience into business results.
Employee experience consulting is a service that redesigns the employee lifecycle from hiring to exit, brings HR processes into a single data and workflow structure, and introduces AI into HR operations in a controlled way. Every engagement starts with understanding the work and the people.
HR teams don’t want more screens. They want a connected way of working.
For organisations whose HR operations are growing, who want to measure and improve employee experience, and who want to start with AI in HR in the right place. The problems we see most often:
Scattered employee data
Recruitment sits in one system, leave in email, performance in files and employee requests in messages, so an accurate, up-to-date picture is hard to get.
Our approach: We design a single employee profile and a shared data model, so data, documents and actions come together in the same context.
Manual HR operations
Paper approvals, leave balances kept by hand, repeated checks and reminders eat into HR’s strategic capacity.
Our approach: We turn approval, notification and reminder steps into automated workflows built around your organisation.
Processes that break between departments
Onboarding and offboarding need HR, IT, finance, administration and managers to work together. When the process is disjointed, nobody can see who is waiting for what.
Our approach: We coordinate each department’s tasks in a single lifecycle process and make delays visible.
A fragmented employee experience
Candidates, employees and managers face a different channel and method for every task; even a simple request turns into waiting for HR.
Our approach: We design a consistent experience from first contact to exit, with self-service and mobile access.
Unclear where to start with AI in HR
Interest is high, but nobody knows which use case will create value, whether the data is ready or who keeps the final decision.
Our approach: We lay the data and process foundation first, then introduce AI use cases with measurable value and defined control points.
Strategy, process design and technology in one team.
We run employee experience projects with our business consultants, solution architects, project managers and customer success teams.
Employee journey analysis
We map candidate, employee and manager touchpoints and pinpoint the steps that cause waiting, rework and gaps.
HR process design
We simplify recruiting, onboarding, leave, performance, learning and offboarding, and define the role, permission and approval model.
Digital HR platform
We set up personnel files, leave, expenses, asset assignments, performance and e-learning in one connected structure, integrated with payroll and ERP.
Self-service and mobile experience
Employees raise leave, expense, document and other requests without waiting for HR, and track their progress.
AI in HR
AI-assisted CV assessment, voice AI interviews, an onboarding assistant and natural-language HR reporting, with the final decision and control left with HR.
HR data and measurement
We bring delayed tasks, completion times, exit reasons and the employee voice into one measurable view.
From analysis to go-live, and from go-live to continuous improvement.
We adapt the phases to your organisation’s size and scope; a typical engagement involves these steps.
Discovery and current state
We review HR processes, systems, data sources and employee touchpoints, and record the baselines.
Target design
We design the target employee journey, process flows, role and permission model, and the scope of payroll and ERP integration.
Prioritisation and roadmap
We identify the processes that deliver quick wins and a phased scope, weighing business value and feasibility together.
Implementation and pilot
We start with a priority process or team, test real scenarios and check that migrated data is accurate.
Rollout and adoption
We spread the new way of working across the organisation with role-based training, manager involvement and a communication plan.
Measurement and continuous improvement
We compare results with the baselines and, with our customer success teams, develop processes as new needs arise.
What will you have at the end?
Scope varies by organisation; typical deliverables include:
- Current-state analysis and prioritised improvement areas
- Target employee journey and HR process maps
- Role, permission and approval model
- Integration and data-migration plan for payroll, ERP and existing HR systems
- Digital HR processes, configured and live
- AI use cases with defined control points
- Training and adoption plan
- HR KPIs and reporting views
Process first, platform second.
We choose the platform to fit the target design. These are the tools we use most often in employee experience projects:
CloudOffix HR Cloud
The whole employee lifecycle, from recruiting to performance and from leave to e-learning, on one connected platform.
Explore HR CloudAI-powered HR self-service
A self-service experience that answers employee questions, creates requests, routes them for approval and tracks the outcome.
Explore self-serviceCloudOffix AI Builder
AI assistants and autonomous task managers for HR processes: agents trained on your internal documents that work within defined permissions.
Explore AI BuilderM-Files
Context-driven, auditable information management for digital personnel files, policies and HR documents.
Explore M-FilesOrganisations we have worked with on HR transformation
About employee experience consulting
What is employee experience (EX)?
Employee experience (EX) is the sum of everything an employee experiences, from the moment they become a candidate to the day they leave: processes, tools, access to information and every interaction with their managers. A good experience directly affects motivation, engagement and performance.
What does employee experience consulting cover?
Employee experience consulting covers employee journey analysis, HR process design, setting up and integrating a digital HR platform, self-service, AI use cases in HR, training, adoption and measurement. We agree the scope together, based on your priorities.
Do we have to replace our payroll and ERP systems?
Not always. We can design a structure that works alongside these systems and protects your existing investment; the integration scope depends on what the systems can support technically.
How is AI used in HR, and who makes the decisions?
AI speeds up HR work such as CV assessment, interview scheduling, answering employee questions and natural-language access to HR data, while the final decision stays with the HR team. Permissions and control points are defined from the outset.
Where should we start?
We recommend starting with a short discovery exercise that identifies the HR processes that waste the most time and the quick wins. You can also begin with the AI readiness test to see how ready you are for AI.
How ready is your HR for AI?
See where you stand on data, processes and governance, then let’s map out your employee experience roadmap together.