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Revolutionising Remuneration: Westpac’s Journey with ELMO Software in Shifting Processes to the Digital Era.

The Challenges

Out-of-date, in-house legacy system requiring costly and time-consuming upgrades and technical support

Increased business risk as a result of outdated technology

A desire for external consulting and best practice tips regarding user experience

Westpac operated an in-house designed and managed, web-based tool for managing their remuneration process. Whilst leading edge at the time of implementation, the technology was approaching 6 years old and had had numerous upgrades to it during this time as business needs changed.

Several business risks were identified that needed to be dealt with to ensure the system was viable for the future.

“We were continually requiring technical support from the original developers, which was costly. Our changing needs meant that the developers were always looking for the “quick fix” solution resulting in the base code of the system becoming unstable,” says Westpac’s Head of Remuneration and Performance Management.

“We also found that we would benefit from an external view of how some parts of the process could be managed rather than us having to identify the problem, design the solution and instruct technology developers who did not always have an understanding of the user experience required.”

The Benefits

Elimination of knowledge risk associated with outdated technology

Less reliance on technology developers to interpret in-house needs, with access to a local team of Pivot Remuneration specialists

Up-to-date product upgrades, customisable to the changing needs of Westpac and their customers

More robust processes that have provided greater credibility to the wider HR team from the perspective of internal customers

Everyone is now much more engaged in the process and as a result HR has achieved more credibility with its internal customers – the people managers within our business.
Head of Remuneration and Performance Management
at Westpac
We now have a full organisational view of all learning activity

There were high expectations for the new system from the wider business as the technical difficulties faced by the HR team with the in-house version largely went unnoticed. Users gave Pivot Remuneration the “thumbs up”, saying it was very easy to use and delivered to their needs.

Westpac’s Head of Remuneration and Performance Management says the use of Pivot Remuneration has meant that knowledge risk has been eliminated and reliance on technology developers to interpret their needs has dropped. Pivot have an in-house support team to train all users or if they need help.

“Our wider HR team has been able to be involved in a process previously managed centrally within the remuneration team. Everyone is now much more engaged in the process and as a result HR has achieved more credibility with its internal customers – the people managers within our business,” says Westpac’s Head of Remuneration and Performance Management.