Schneider Electric, the global specialist in energy management, was finding remuneration management a challenging process. Their existing remuneration review process was inconsistent and time consuming and needed to be improved. Schneider decided on Pivot’s Remuneration Ally. “Through familiarity with Remuneration Ally I knew it was capable of managing the process here at Schneider and would tick all the boxes in terms of what we needed."

1. CAS E STUDY
Global energy
management company
increases transparency of
remuneration process
Global specialist in energy management
Schneider Electric is a global specialist in energy management and is actively committed to helping
individuals and organisations “make the most of their energy”. They offer integrated solutions
across multiple market segments in energy and infrastructure, industrial processes, building
automation and data centres/networks, along with a broad presence in residential applications.
Focused on making energy safe, reliable, and efficient, the company’s customers encompass
the electrical utilities, water and waste treatment plants, public-sector investors, oil & gas
infrastructure and marine sectors.
CUSTOMER: Schneider Electric’s commitment to Australia and New Zealand is a $1.3 billion investment,
World-wide energy management employing approximately 4,500 people.
specialist. On a global scale, Schneider Electric’s presence is immense. Headquartered in France, it is a
publicly listed company with revenue of over 22.4 billion, employing over 130,000 people in
more than 100 countries.
BUSINESS ISSUES:
An inconsistent and time- Existing remuneration review process inconsistent and time
consuming remuneration review
process consuming
Remuneration is a challenging process for Schneider as their business is so diverse. There are
departments that require different processes but a common framework in which to operate
SOLUTION:
effectively.
Remuneration Ally to reduce
The company has a large workforce across Australia and New Zealand and a complex matrix
administration time and enhance organisation structure consisting of mutualised and vertical business units where some managers
reporting do not report to their country’s president but to international managers. The fundamental structure
of the business needed the flexibility of a remuneration system that could be customised to meet
the needs of the organisation structure as well as the fluidity of the annual salary review process.
OUTCOME: In the past, Schneider was struggling with budget control within their remuneration review process
Increased flexibility and more as well as the complexity of the business and each business unit wanting to tailor spreadsheets
visibility over the process. to meet their own requirements. They were aware that it would be difficult to solve these issues
within their current Excel spreadsheet-based system, and decided that it was crucial to upgrade.
Rewards Solutions Manager, Janice Hiskett-Jones, says their existing Excel system was not
supporting processes effectively because the business was too diverse, both geographically and
the way in which they operated.
“The year before I arrived, the remuneration review process was a real challenge – managers
would alter spreadsheet columns and begin to create their own, making it impossible to merge
into a central database. With this level of ‘customisation’ formulas were inconsistent, and
managing timelines was proving to be a significant struggle.” The process impacted the credibility
of HR, says Janice.

2. CAS E STUDY
“The system has enabled Schneider implements Pivot’s Remuneration Ally
us to reinforce our pay for Schneider initially looked at updating the existing spreadsheet system that they were using but
performance philosophy realised that there would still be risks and limits associated with using Excel-based processes. They
and empowered our decided to move to an online system because they wanted to improve efficiency, have greater
control and gain full visibility over the organisation’s remuneration process.
managers. We are able Janice says that due to one business unit within the organisation still defining the structure of
to improve our alignment remuneration slightly differently to the rest, they needed a solution that could be split into two
to the market with different parts within the same system until the business units aligned in future. “One business unit
base recommendations on on-target earnings whilst the rest of the company’s recommendations are
Remuneration Ally, which based on a total package concept.”
is great.” Schneider decided on Pivot’s Remuneration Ally, as the person in charge of Reward Solutions,
Janice, had personal knowledge and prior experience of the system having been through an
Janice Hiskett-Jones exhaustive process of assessing different remuneration systems in her previous organisation.
Rewards Solutions Manager “Through familiarity with Remuneration Ally I knew it was capable of managing the process here
at Schneider and would tick all the boxes in terms of what we needed. We needed a remuneration
system that was flexible, and could accommodate the complex organisational structure. We needed
a system that could be tailored to suit different business units whilst ensuring complete control of
About Pivot Software budgets, and a system with a comprehensive reporting functionality. Most of all, it had to be user
friendly for managers and HR to use.”
Pivot Software helps organisations
use technology to improve their
control over complex and often
emotional human resource processes. Remuneration Ally results in flexible and consistent review
Productivity, enhanced transparency process
of outcomes and improved employee
engagement are just some of the Remuneration Ally is used to review remuneration for approximately 2,500 of Schneider’s
positive impacts of implementing employees across Australia and New Zealand and has simplified the company’s review process.
our technology. As human resource
professionals, we understand how Janice says that Remuneration Ally is not only user-friendly, it is simple; data is secure and
well managed remuneration and managers and the HR team were impressed with the layout and functionality.
performance management policies “With the automated letter printing, managers can preview, print letters and have those all
bring organisational values and important conversations with employees, taking full ownership of employee’s salary progressions.
principles to life. The system has enabled us to reinforce our pay for performance philosophy and empowered our
We enable HR interactions that managers.”
are meaningful and beneficial. “We are able to base increases on employee’s performance ratings and their compa ratio to the
Conversations between managers
market rate taking into consideration the distribution within each business unit. Those employees
and staff are supported, and not
replaced, using our solutions which that are exceeding performance expectations, and whose salary is lower in comparison to others
are as easy to use as a simple in the market get a higher percentage increase relative to other employees. We are able to
website. improve our alignment to the market with Remuneration Ally, which is great.”
Over 50 organisations across The reporting functionality gives senior management visibility of the salary decisions that have
Australia and New Zealand use been made across the whole organisation. “Our managers have full visibility of all their staff
Pivot’s solutions, with the majority reviews displayed on screen; they have the ability to easily control budgets and timelines are well
coming from the energy, resources, managed,” says Janice.
financial services and professional
“Pivot provides excellent customer service. We know we can rely on Pivot to ensure everything
services sectors. The HR policy and
strategy needs of our clients are met is ready for our go-live dates. Pivot have been supportive in making system changes to reduce
using a secure, internet-based, highly risk within our business, and has stretched the boundaries to accommodate our need to have
configurable software-as-a-service employees working in different countries reporting into a manager visible on one recommendation
model that fits within any corporate screen with two currency budgets.”
IT infrastructure. Our clients enjoy a “We are very pleased with our decision to implement Remuneration Ally, and have re-established
time-saving solution designed for the managers’ confidence in our salary review process,” says Janice.
task; not a generic tool that is ‘made
to fit.’
Want to
know more?
Email us today:
info@pivotsoftware.com
Or visit our website: “Make the decisions regarding
www.pivotsoftware.com your people and we will take it
from there.”