Who We Help - Holding Co

HRIS consulting for holding companies and group HR systems

We help holding companies and corporate groups standardise HR, payroll and data across subsidiaries with clear playbooks, shared services designs and governance that boards, auditors and CEOs can trust.

Independent HRIS consulting focused on complex group and holding structures
Group HR systems architectures that support shared services and local nuance
Multi entity payroll models that reduce risk and duplication across subsidiaries
Playbook driven HRIS standardisation for new acquisitions and bolt ons
Consistent group HR data and reporting for ExCo, investors and regulators

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Discuss your group co. landscape

Share your structure, systems and pain points for a concise, actionable view of options.

HRIS consulting for holding companies that creates one joined up view

HRIS consulting for holding companies is about making many entities work as one without killing local agility. Group HR systems must support shared services, governance, fast onboarding of acquisitions and reliable group HR data and reporting. When every subsidiary runs its own stack, you lose control, transparency and margin. We design pragmatic standardisation models, selection approaches and playbooks so holding firms gain one source of truth, consistent policies, scalable multi entity payroll and a repeatable post merger HR integration pattern.

Group HRIS strategy and target architecture:

We start by mapping your group structure, ownership model, geographies and maturity. We review existing platforms, local vendors, manual workarounds and unofficial tools used across subsidiaries. We then define a target architecture for group HR systems that clarifies which services are central, which are local and how entities plug into a common model over time.

This architecture balances control and flexibility: core processes, data fields and security live at group level; sector and country specifics live locally. We build a staged roadmap that aligns with budgets, contracts and capacity so the move to a common HRIS landscape is sequenced, low risk and fully tied to your value creation goals.

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Shared services and multi entity payroll design:

We help you design or refine HR and payroll shared services that work for multiple subsidiaries without creating a rigid monolith. That includes standardising core processes, workflows, SLAs and intake channels, and mapping how cases, tickets and approvals flow between group and local teams. For multi entity payroll, we rationalise pay elements, calendars, funding flows and sign offs into a clear, auditable model.

We translate union terms, legacy policies and local arrangements into structured rules that your chosen platforms can handle. The result is fewer bespoke builds, fewer shadow spreadsheets and a controlled multi entity payroll environment where group can see exposures in one view and subsidiaries still feel supported.

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HRIS standardisation playbook and rollout:

Holding firms need a repeatable way to bring new businesses onto the group HRIS standard without starting from scratch each time. We create your HRIS standardisation playbook: scope templates, decision trees, data models, configuration standards, security patterns and comms packs that every project can reuse.

We then support real rollouts, applying the playbook to priority entities and adjusting where needed. Over time this reduces project cost, shortens timelines and builds internal muscle memory. Sponsors get predictability. Local teams get a clear path and know what is flexible vs non negotiable. Your group HR systems estate becomes coherent instead of a patchwork.

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Post merger HR integration and onboarding:

Every acquisition raises the same questions: how fast do we integrate HR and payroll, what do we harmonise, where do we leave alone. We design pragmatic post merger HR integration frameworks that align with your deal logic. That covers quick wins like core people data and access control, and staged moves into shared services, group HR systems and multi entity payroll.

We provide structured 100 day and 12 month HRIS roadmaps tailored for holding firms, not just PE velocity. Our team works alongside your M&A and integration teams to assess target systems, define future fit, and land integration without derailing the business you just bought.

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Group data, reporting, governance and controls:

Boards and exec teams in holding firms need consistent, timely insight: headcount, cost, leadership pipelines, risk indicators, compliance and people moves across the portfolio. We design a group HR data and reporting model that your HRIS landscape can actually support, with clear ownership, definitions and validation steps.

Alongside data, we help embed governance and controls: role based access, segregation of duties, approvals, audit trails, privacy rules and standard policies. We ensure your HRIS standardisation playbook bakes in these controls so they are not optional extras. This protects the group brand, supports internal audit and keeps regulators and investors confident.

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Build your group HRIS blueprint

Share your current systems and subsidiaries list. We will outline a practical, phased standardisation model aligned to your strategy.

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Discovery and landscape assessment

We run short, focused interviews with group HR, IT, finance and selected subsidiaries. We document current group HR systems, shared services scope, multi entity payroll setups and reporting requirements. Using HRIS consulting for holding companies principles and governance and controls expectations, we create a clear picture of duplication, risk and quick wins.

What We Offer:

Structured inventory of HR, payroll and related systems across entities
Assessment of shared services HRIS readiness and gaps
Review of multi entity payroll dependencies and exposures
Analysis of group HR data and reporting needs vs reality
Prioritised opportunities for consolidation and control uplift

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Design, playbook and implementation support

We translate findings into a target design for group HR systems and shared services, then build your HRIS standardisation playbook. We support technology selection as an independent advisor and stay involved through configuration, data migration, post merger HR integration and rollout, ensuring governance and controls are embedded, not bolted on.

What We Offer:

Group wide HRIS and process design with clear central vs local split
Standardisation playbook for new and existing subsidiaries
Support for vendor shortlisting, demos and commercials
Implementation assurance across config, integrations and testing
Change and training support for group and local teams

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Our Process

Map reality

We capture how each entity runs HR and payroll today and where group needs visibility.

Design model

We define a target group HRIS, shared services and data model aligned to strategy.

Build playbook

We codify standards, patterns and templates to onboard and harmonise entities repeatably.

Guide delivery

We support selection, migration and rollout so subsidiaries land cleanly on the model.

Why choose Us?

We specialise in complex groups, not single entity theory. Our consultants blend deep HRIS delivery experience with corporate governance, M&A and shared services backgrounds, so your standardisation program is credible to boards, practical for entities and aligned to long term value creation.

Group focus

Built for holding firms, corporate groups and multi entity environments.

Neutral partner

Independent of vendors, focused only on fit, risk and lifecycle cost.

Repeatable method

Proven playbook approach that reduces project time and noise over multiple entities.

Control led

Designs grounded in governance, auditability and clear role based accountability.

Frequently asked questions

Do you provide software or only HRIS consulting for holding companies?

We only provide independent consulting and implementation support. We help you design group HR systems, assess vendors, build a standardisation playbook and oversee delivery so each chosen platform supports your structure, rather than pushing a specific product.

How is HRIS consulting for holding companies different from PE portfolio support?

Private equity often focuses on 100 day plans and exit value. Holding companies need enduring group HR systems, shared services and steady integration of subsidiaries. Our approach emphasises stable architecture, governance and repeatable onboarding, aligned to long term ownership.

What outcomes can we expect from a group HR systems program?

Typical outcomes include reduced system duplication, cleaner multi entity payroll, faster post merger HR integration, consistent people data for group HR data and reporting, stronger governance and controls and lower project effort for each new entity.

Can you help design shared services HRIS for our group?

Yes. We define which processes sit in shared services, which remain local, how tickets and approvals flow, and how HRIS supports this. We ensure shared services HRIS design is scalable, with clear SLAs and accountability.

How do you handle multi entity payroll complexity?

We rationalise pay elements, calendars and approval flows into a multi entity payroll design that platforms can support. Local specifics are preserved through controlled configuration. This reduces errors, rework and compliance risk across the group.

Can you support post merger HR integration for new acquisitions?

Yes. We create structured post merger HR integration frameworks and 100 day roadmaps suited to holding firms. We quickly stabilise core data and access, then phase migration into group HR systems to avoid disruption.

How do you approach governance and controls in group HR systems?

Governance and controls sit at the centre of our designs. We implement role based access, approvals, segregation of duties, audit logs and data standards within HRIS so policy is enforced by the system, not just documents.

Our entities use many different HR and payroll tools. Is that a blocker?

No. It is normal. We assess each system, identify which align with your target architecture, and build a phased transition plan. Interfaces or interim models bridge gaps while you move towards a coherent group HR systems landscape.

How long does a typical HRIS standardisation program take?

It depends on scale, but we always structure work into clear phases: landscape assessment, design, playbook creation, pilot entities, scale out. Each phase has defined outputs and decision points so leadership sees progress and value.

Can you work with international holding companies?

Yes. We design a core model that supports multi country HR, varying regulations and local vendors while preserving group level visibility, governance and controls. Local flexibility sits within a consistent global framework.

What internal teams need to be involved?

Group HR, IT, finance, selected subsidiary HR and payroll leads and, where relevant, risk and internal audit. We keep sessions focused and decision driven, limiting distraction for local teams.

How do you measure success across the group?

We look at reduced system count, faster onboarding of acquisitions, improved data quality, fewer payroll issues, consistent reporting packs and stronger audit outcomes. These measures support a clear business case for continued standardisation.