Endeavour Group - SAP Best Tech Awards 2025 Human Capital Management
Endeavour Group - SAP Best Tech Awards 2025 Human Capital Management Download the DocumentSAP Australia and New
Zealand Best Tech Awards
2025
Zealand Best Tech Awards
2025
Pioneering the Next Pour:
The Endeavour Group
Workforce Evolution
The Endeavour Group
Workforce Evolution
Best Tech SAP
Industry WebsiteProduct and Services Featured SAP Solutions
Retail and
Hospitality
www.endeavourgroup.com.au▪ Beverages
▪ Retail
▪ Hotels
▪ SAP SuccessFactors Employee Central
▪ SAP SuccessFactors Employee Central Payroll
▪ SAP SuccessFactors Onboarding
▪ SAP SuccessFactors Performance and Goals
Management
▪ SAP SuccessFactors Succession and Development
▪ SAP SuccessFactors Compensation and Variable
Pay
Endeavour Group (EGL) is one of Australia’s leading retail and hospitality businesses, comprising a portfolio of iconic brands in liquor retail, hotels and digital ventures. With a
national footprint and a workforce of tens of thousands, Endeavour Group operates household names such as Dan Murphy’s, BWS, and ALH Hotels, delivering a broad range
of services from retail liquor sales to venue management and hospitality experiences.
Established through a demerger from Woolworths Group, Endeavour Group has since charted its own path as a standalone ASX-listed entity. The business continues to evolve
rapidly, investing in technology, people, and customer experience to strengthen its leadership across multiple channels and geographies.
With a complex operating model spanning retail stores, on-premise venues, and corporate offices, Endeavour Group requires integrated and scalable systems to manage its
large, dispersed workforce. Its business success relies on a strong culture, operational agility, and the ability to support both frontline and corporate teams through
consistent, efficient, and people-centric processes.
Endeavour Group
Human Capital Management
Industry WebsiteProduct and Services Featured SAP Solutions
Retail and
Hospitality
www.endeavourgroup.com.au▪ Beverages
▪ Retail
▪ Hotels
▪ SAP SuccessFactors Employee Central
▪ SAP SuccessFactors Employee Central Payroll
▪ SAP SuccessFactors Onboarding
▪ SAP SuccessFactors Performance and Goals
Management
▪ SAP SuccessFactors Succession and Development
▪ SAP SuccessFactors Compensation and Variable
Pay
Endeavour Group (EGL) is one of Australia’s leading retail and hospitality businesses, comprising a portfolio of iconic brands in liquor retail, hotels and digital ventures. With a
national footprint and a workforce of tens of thousands, Endeavour Group operates household names such as Dan Murphy’s, BWS, and ALH Hotels, delivering a broad range
of services from retail liquor sales to venue management and hospitality experiences.
Established through a demerger from Woolworths Group, Endeavour Group has since charted its own path as a standalone ASX-listed entity. The business continues to evolve
rapidly, investing in technology, people, and customer experience to strengthen its leadership across multiple channels and geographies.
With a complex operating model spanning retail stores, on-premise venues, and corporate offices, Endeavour Group requires integrated and scalable systems to manage its
large, dispersed workforce. Its business success relies on a strong culture, operational agility, and the ability to support both frontline and corporate teams through
consistent, efficient, and people-centric processes.
Endeavour Group
Human Capital Management
Challenges
Following its demerger from Woolworths Group, Endeavour Group (EGL) faced the substantial task of establishing independent systems
and processes capable of supporting one of Australia’s largest and most diverse retail and hospitality workforces. What began as a system
review quickly evolved into a far-reaching transformation initiative to consolidate, streamline and scale HR operations across all
Endeavour Group brands.
The business inherited a fragmented SuccessFactors environment that required significant adjustment to reflect its new structure, culture
and operational needs. The separation from Woolworths demanded not only technical and data separation, but also a complete redesign
of how core HR processes were delivered across the enterprise.
With a large and dispersed workforce encompassing retail, hospitality and corporate functions, EGL faced numerous challenges, including:
▪ Multiple legacy payrolls with varying pay rules, conditions, and data standards
▪ A need to consolidate all brands and employee records onto a unified SuccessFactors platform
▪ Integration with numerous third-party systems, including complex time and attendance solutions
▪ The need for reliable reporting, data governance, and compliance across multiple business units
▪ A wide variance in employee entitlements, including critical considerations around long service leave
▪ The requirement for scalable, future-ready processes that could serve both high-volume transactional needs and strategic workforce
management
The scale and complexity of the program required not only a strong technical foundation, but a deep understanding of organisational
change, people data, and system interoperability. Accuracy, compliance, and continuity were paramount — and the solution would need
to deliver all three while unifying EGL’s workforce under a single, coherent people platform.
Following its demerger from Woolworths Group, Endeavour Group (EGL) faced the substantial task of establishing independent systems
and processes capable of supporting one of Australia’s largest and most diverse retail and hospitality workforces. What began as a system
review quickly evolved into a far-reaching transformation initiative to consolidate, streamline and scale HR operations across all
Endeavour Group brands.
The business inherited a fragmented SuccessFactors environment that required significant adjustment to reflect its new structure, culture
and operational needs. The separation from Woolworths demanded not only technical and data separation, but also a complete redesign
of how core HR processes were delivered across the enterprise.
With a large and dispersed workforce encompassing retail, hospitality and corporate functions, EGL faced numerous challenges, including:
▪ Multiple legacy payrolls with varying pay rules, conditions, and data standards
▪ A need to consolidate all brands and employee records onto a unified SuccessFactors platform
▪ Integration with numerous third-party systems, including complex time and attendance solutions
▪ The need for reliable reporting, data governance, and compliance across multiple business units
▪ A wide variance in employee entitlements, including critical considerations around long service leave
▪ The requirement for scalable, future-ready processes that could serve both high-volume transactional needs and strategic workforce
management
The scale and complexity of the program required not only a strong technical foundation, but a deep understanding of organisational
change, people data, and system interoperability. Accuracy, compliance, and continuity were paramount — and the solution would need
to deliver all three while unifying EGL’s workforce under a single, coherent people platform.
Solution
To support its transition from Woolworths Group and create a scalable, future-ready people platform, Endeavour Group partnered with EPI-USE to design
and implement a comprehensive SAP SuccessFactors solution. What began as a system separation exercise quickly evolved into a full-scale
transformation, consolidating all business units and brands onto a unified, integrated HR platform.
The solution spanned the entire employee lifecycle, with the following SAP SuccessFactors modules deployed:
▪ Employee Central as the single source of truth for all people data
▪ Employee Central Payroll to support accurate, compliant, and efficient payroll processing across multiple employee groups and legacy structures
▪ Onboarding to streamline the onboarding process and ensure the key information is provided before day 1
▪ Learning to automatically assign, track, and report the compliance and regulatory training.
▪ Compensation and Variable Pay, providing structured frameworks to manage rewards and incentives
▪ Performance and Goals, enabling alignment, accountability, and continuous feedback
▪ Succession and Development, helping to build internal capability and identify future leaders
▪ Workforce Reporting, to deliver accurate, real-time people insights across the enterprise
Given the scale of the organisation and the diversity of its operating models, data integrity was a core focus. EPI-USE’s Data Orchestration Suite played a
central role in managing complex data migration from multiple legacy environments, ensuring accuracy and consistency during and after transition.
To support payroll accuracy — a critical consideration during the demerger and beyond — the implementation leveraged Variance Monitor to compare
outputs across legacy payrolls and detect inconsistencies early. This ensured smooth pay cycles during the cutover period, maintaining trust and
operational continuity.
Finally, deep integration with numerous third-party systems, including time and attendance platforms, ensured that the new environment was fully
connected — enabling seamless end-to-end processes and providing managers with the data they needed to lead effectively.
The result is a fully integrated and scalable people platform that supports Endeavour Group’s operational complexity, business growth, and strategic
workforce objectives.
To support its transition from Woolworths Group and create a scalable, future-ready people platform, Endeavour Group partnered with EPI-USE to design
and implement a comprehensive SAP SuccessFactors solution. What began as a system separation exercise quickly evolved into a full-scale
transformation, consolidating all business units and brands onto a unified, integrated HR platform.
The solution spanned the entire employee lifecycle, with the following SAP SuccessFactors modules deployed:
▪ Employee Central as the single source of truth for all people data
▪ Employee Central Payroll to support accurate, compliant, and efficient payroll processing across multiple employee groups and legacy structures
▪ Onboarding to streamline the onboarding process and ensure the key information is provided before day 1
▪ Learning to automatically assign, track, and report the compliance and regulatory training.
▪ Compensation and Variable Pay, providing structured frameworks to manage rewards and incentives
▪ Performance and Goals, enabling alignment, accountability, and continuous feedback
▪ Succession and Development, helping to build internal capability and identify future leaders
▪ Workforce Reporting, to deliver accurate, real-time people insights across the enterprise
Given the scale of the organisation and the diversity of its operating models, data integrity was a core focus. EPI-USE’s Data Orchestration Suite played a
central role in managing complex data migration from multiple legacy environments, ensuring accuracy and consistency during and after transition.
To support payroll accuracy — a critical consideration during the demerger and beyond — the implementation leveraged Variance Monitor to compare
outputs across legacy payrolls and detect inconsistencies early. This ensured smooth pay cycles during the cutover period, maintaining trust and
operational continuity.
Finally, deep integration with numerous third-party systems, including time and attendance platforms, ensured that the new environment was fully
connected — enabling seamless end-to-end processes and providing managers with the data they needed to lead effectively.
The result is a fully integrated and scalable people platform that supports Endeavour Group’s operational complexity, business growth, and strategic
workforce objectives.
Impact
3 legacy environments
consolidated
into a single, unified SAP SuccessFactors
platform
40% faster
onboarding-to-payroll cycle time,
improving employee readiness and
administrative efficiency
85% reduction
in manual HR interventions across core
processes due to workflow automation
and system consolidation
The implementation of SAP SuccessFactors across Endeavour Group has delivered a step-change in how the business manages and supports its workforce. From the outset,
the project was not just about system separation, but about creating a unified, efficient and forward-looking HR platform that could meet the needs of a rapidly growing, multi-
brand organisation.
The Onboarding module provides a streamlined onboarding process for the new team members, and ensure all the key employee master data and compliance data are
provided before Day 1, which indirectly improve the payroll efficiency.
With Employee Central and Employee Central Payroll in place, EGL now operates with a consolidated, accurate and real-time view of its workforce — a significant achievement
given the volume of employees, legacy systems, and business complexity involved. Payroll accuracy and compliance have been materially improved.
The implementation of Compensation, Variable Pay and Performance has enabled the business to introduce structured and equitable reward and recognition frameworks,
linked directly to individual and team performance. Leaders are now better equipped to drive accountability and engagement through meaningful goal setting and real-time
feedback.
Meanwhile, integrations with third-party systems — particularly in UKG — have ensured that business-critical processes continue to run smoothly across venues, stores and
corporate functions.
The consolidated platform supports EGL’s ambition to lead not only in customer experience but also in employee experience — delivering consistent processes, clearer
expectations, and better access to information for every team member, regardless of brand or location.
3 legacy environments
consolidated
into a single, unified SAP SuccessFactors
platform
40% faster
onboarding-to-payroll cycle time,
improving employee readiness and
administrative efficiency
85% reduction
in manual HR interventions across core
processes due to workflow automation
and system consolidation
The implementation of SAP SuccessFactors across Endeavour Group has delivered a step-change in how the business manages and supports its workforce. From the outset,
the project was not just about system separation, but about creating a unified, efficient and forward-looking HR platform that could meet the needs of a rapidly growing, multi-
brand organisation.
The Onboarding module provides a streamlined onboarding process for the new team members, and ensure all the key employee master data and compliance data are
provided before Day 1, which indirectly improve the payroll efficiency.
With Employee Central and Employee Central Payroll in place, EGL now operates with a consolidated, accurate and real-time view of its workforce — a significant achievement
given the volume of employees, legacy systems, and business complexity involved. Payroll accuracy and compliance have been materially improved.
The implementation of Compensation, Variable Pay and Performance has enabled the business to introduce structured and equitable reward and recognition frameworks,
linked directly to individual and team performance. Leaders are now better equipped to drive accountability and engagement through meaningful goal setting and real-time
feedback.
Meanwhile, integrations with third-party systems — particularly in UKG — have ensured that business-critical processes continue to run smoothly across venues, stores and
corporate functions.
The consolidated platform supports EGL’s ambition to lead not only in customer experience but also in employee experience — delivering consistent processes, clearer
expectations, and better access to information for every team member, regardless of brand or location.