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GPT Group: Enhancing employee experience with a transformative technology integration. Download the DocumentSAP Australia and New Zealand
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Industry WebsiteProduct and Services Featured SAP Solutions
Real Estate www.gpt.com.auProperty Management
Services for Office, Logistics
and Retail Sectors
SAP SuccessFactors (Employee
Central, EC Payroll, Recruitment,
Onboarding, Learning,
Performance & Goals, Succession &
Development, Compensation)
People Analytics
SAP Finance
SAP Integration Suite
The GPT Group (GPT) is one of Australia’s largest property groups, managing more than $30 billion worth of office, retail and logistics assets
across the country.
GPT grew from 450 to 670 over the last two years through a combination of organic growth and property fund partnerships and acquisitions.
With this new talent combined with the feedback that employees wanted to feel more connected to the vision of the business, GPT launched
its “Experience First” purpose in 2023 which focusses on creating experiences that drive positive impact for people, place and planet.
This growth combined with GPT’s new purpose, lack of investment in the HRIS and the need to move away from the existing HRIS managed
service provider, provided the platform for upgrading the HR systems, including addressing the fact that payroll was not integrated. It also
marked a turning point for the People Team, ushering in a fresh strategic direction and a commitment to enriching GPT’s HR foundations and
its HRIS.
Enhancing employee experience with a
transformative technology integration
GPT Group
Human Experience Management
Industry WebsiteProduct and Services Featured SAP Solutions
Real Estate www.gpt.com.auProperty Management
Services for Office, Logistics
and Retail Sectors
SAP SuccessFactors (Employee
Central, EC Payroll, Recruitment,
Onboarding, Learning,
Performance & Goals, Succession &
Development, Compensation)
People Analytics
SAP Finance
SAP Integration Suite
The GPT Group (GPT) is one of Australia’s largest property groups, managing more than $30 billion worth of office, retail and logistics assets
across the country.
GPT grew from 450 to 670 over the last two years through a combination of organic growth and property fund partnerships and acquisitions.
With this new talent combined with the feedback that employees wanted to feel more connected to the vision of the business, GPT launched
its “Experience First” purpose in 2023 which focusses on creating experiences that drive positive impact for people, place and planet.
This growth combined with GPT’s new purpose, lack of investment in the HRIS and the need to move away from the existing HRIS managed
service provider, provided the platform for upgrading the HR systems, including addressing the fact that payroll was not integrated. It also
marked a turning point for the People Team, ushering in a fresh strategic direction and a commitment to enriching GPT’s HR foundations and
its HRIS.
Enhancing employee experience with a
transformative technology integration
GPT Group
Human Experience Management
Challenges
GPT were seeking to select an implementation and managed service partner to transition GPT’s SuccessFactors away
from the incumbent provider who couldn’t support SuccessFactors beyond December 2023. The outdated HRIS had
become a critical hurdle, forcing GPT to transition away from its existing payroll platform within a tight 12-month
timeframe.
The implementation involved a lift and shift of GPT’s existing SuccessFactors instance to GPT ownership and removed
the immediate operational risk. Following, GPT reimplemented SuccessFactors, uplifting the configuration and
functionality of the platform to best practice standards and implemented a further four SuccessFactors modules to
deliver best practice People processes including Employee Central (EC) Payroll.
The manual integrations into the complex SAP Finance Solution also had specific breakdown or wage type to journal
postings.
To complement its relevance for the thousands of external customers who visit GPT’s assets daily, the People team
began a process of change to embed “Experience First” for their internal customers (employees). Promoting inclusion
in all aspects of the employee experience was another important part of GPT’s values, as evidenced by its ranking as
the number one property company (and in the top five overall) in Equileap’s annual Gender Equality Global Report &
Ranking.
The choice of a new solution came from the need for a more interconnected system and additional features that could
address wider organisational goals, such as enhancing employee experience, achieving high performance and growth
as well as a commitment to inclusion.
GPT were seeking to select an implementation and managed service partner to transition GPT’s SuccessFactors away
from the incumbent provider who couldn’t support SuccessFactors beyond December 2023. The outdated HRIS had
become a critical hurdle, forcing GPT to transition away from its existing payroll platform within a tight 12-month
timeframe.
The implementation involved a lift and shift of GPT’s existing SuccessFactors instance to GPT ownership and removed
the immediate operational risk. Following, GPT reimplemented SuccessFactors, uplifting the configuration and
functionality of the platform to best practice standards and implemented a further four SuccessFactors modules to
deliver best practice People processes including Employee Central (EC) Payroll.
The manual integrations into the complex SAP Finance Solution also had specific breakdown or wage type to journal
postings.
To complement its relevance for the thousands of external customers who visit GPT’s assets daily, the People team
began a process of change to embed “Experience First” for their internal customers (employees). Promoting inclusion
in all aspects of the employee experience was another important part of GPT’s values, as evidenced by its ranking as
the number one property company (and in the top five overall) in Equileap’s annual Gender Equality Global Report &
Ranking.
The choice of a new solution came from the need for a more interconnected system and additional features that could
address wider organisational goals, such as enhancing employee experience, achieving high performance and growth
as well as a commitment to inclusion.
Solution
Previously, GPT used limited SuccessFactors modules (Employee Central, Performance and Goals and Recruitment) via a managed
service provider with integration to a 3rd Party Payroll. However, the business found that the system wasn't fully meeting its
operational needs, not meeting the mark on employee experience and wasn’t delivering the desired level of functionality.
GPT wanted to expand its use of SuccessFactors features to better support the team and operational efficiency to include EC
Payroll, Onboarding, Succession & Development and Compensation.
GPT embraced these challenges as opportunities for a comprehensive overhaul of its HRIS, aiming to enhance employee
experience and align with its forward-thinking “Experience First” purpose.
Recognising the potential of SuccessFactors to enhance its HR infrastructure, the company began a search for a preferred vendor
who could support a more comprehensive implementation and provide ongoing management to leverage the full capabilities of the
platform.
In partnership with their new implementation partner EPI-USE, GPT recommitted to using SAP SuccessFactors for its ability to
provide a fully integrated platform that matched the company’s objectives across recruitment and onboarding, learning and
development, compensation, succession planning and payroll.
The solution has removed the previous Dell Boomi integration with the packaged integration from SAP Integration suite. The
Employee Central integration leveraged the native and robust point-to-point integration from Employee Central to EC Payroll.
GPT now have a fully managed service with EPI-USE including implementation services, AMS support and outsourced payroll
operations.
Previously, GPT used limited SuccessFactors modules (Employee Central, Performance and Goals and Recruitment) via a managed
service provider with integration to a 3rd Party Payroll. However, the business found that the system wasn't fully meeting its
operational needs, not meeting the mark on employee experience and wasn’t delivering the desired level of functionality.
GPT wanted to expand its use of SuccessFactors features to better support the team and operational efficiency to include EC
Payroll, Onboarding, Succession & Development and Compensation.
GPT embraced these challenges as opportunities for a comprehensive overhaul of its HRIS, aiming to enhance employee
experience and align with its forward-thinking “Experience First” purpose.
Recognising the potential of SuccessFactors to enhance its HR infrastructure, the company began a search for a preferred vendor
who could support a more comprehensive implementation and provide ongoing management to leverage the full capabilities of the
platform.
In partnership with their new implementation partner EPI-USE, GPT recommitted to using SAP SuccessFactors for its ability to
provide a fully integrated platform that matched the company’s objectives across recruitment and onboarding, learning and
development, compensation, succession planning and payroll.
The solution has removed the previous Dell Boomi integration with the packaged integration from SAP Integration suite. The
Employee Central integration leveraged the native and robust point-to-point integration from Employee Central to EC Payroll.
GPT now have a fully managed service with EPI-USE including implementation services, AMS support and outsourced payroll
operations.
Impact
7 days
reduced to less than 20 minutes
for onboarding new employee
data.
95%
reduction is processing time and
effort for integration with SAP
Finance leveraging packaged SAP
integrations
400 days
of administrative effort eliminated
from succession and compensation
processes yearly.
For GPT’s employees, the introduction of the consolidated HRIS platform has eliminated the need to navigate through disjointed
HR systems for basic needs. Rich capabilities, including connection of performance to development for better quality
development conversations, easy access to leave balances and detailed payslips, as well as integrated learning and development
empower employees with information at their fingertips and support them with access to better growth opportunities.
Managers have experienced a fundamental shift in the way they work. The automation and digitisation of compensation
processes have reclaimed hundreds of admin hours, allowing GPT’s leaders to reallocate a significant chunk of time towards
strategic planning and team development.
A more efficient onboarding process – cut down from a week to just 20 minutes – ensures that new hires are integrated swiftly
and seamlessly. With their increased involvement in hiring, managers can now make more informed decisions, ensuring each
new employee is the perfect fit for their team’s culture and objectives. This process has also streamlined the previous paper
documentation that existed with onboarding.
The company has benefited from positive change and the People team has become a more strategic partner, saving many hours
previously spent in processing. Processes that used to take weeks, now happen in real time, eliminating cumbersome manual
work previously related to reviews, compensation, onboarding and succession.
Having EC Payroll built into the core has helped with accuracy, speed, and compliance by having a single source of truth for data
which can be replicated and reported in near real-time minutes.
SuccessFactors is also helping GPT bolster its commitment to inclusion and equality by making development planning and
performance reviews more accessible and uniform. With everything in one place, it's easier to ensure that performance and
development goals (KPIs) are clear and accountable, leading to more focused and supportive development conversations.
7 days
reduced to less than 20 minutes
for onboarding new employee
data.
95%
reduction is processing time and
effort for integration with SAP
Finance leveraging packaged SAP
integrations
400 days
of administrative effort eliminated
from succession and compensation
processes yearly.
For GPT’s employees, the introduction of the consolidated HRIS platform has eliminated the need to navigate through disjointed
HR systems for basic needs. Rich capabilities, including connection of performance to development for better quality
development conversations, easy access to leave balances and detailed payslips, as well as integrated learning and development
empower employees with information at their fingertips and support them with access to better growth opportunities.
Managers have experienced a fundamental shift in the way they work. The automation and digitisation of compensation
processes have reclaimed hundreds of admin hours, allowing GPT’s leaders to reallocate a significant chunk of time towards
strategic planning and team development.
A more efficient onboarding process – cut down from a week to just 20 minutes – ensures that new hires are integrated swiftly
and seamlessly. With their increased involvement in hiring, managers can now make more informed decisions, ensuring each
new employee is the perfect fit for their team’s culture and objectives. This process has also streamlined the previous paper
documentation that existed with onboarding.
The company has benefited from positive change and the People team has become a more strategic partner, saving many hours
previously spent in processing. Processes that used to take weeks, now happen in real time, eliminating cumbersome manual
work previously related to reviews, compensation, onboarding and succession.
Having EC Payroll built into the core has helped with accuracy, speed, and compliance by having a single source of truth for data
which can be replicated and reported in near real-time minutes.
SuccessFactors is also helping GPT bolster its commitment to inclusion and equality by making development planning and
performance reviews more accessible and uniform. With everything in one place, it's easier to ensure that performance and
development goals (KPIs) are clear and accountable, leading to more focused and supportive development conversations.