Mid-Market Digital Services Provider Powers Growth with Rizing People, Powered by SAP SuccessFactors
Rapid growth can be exciting—but it also brings challenges. For businesses, scaling too quickly without the right infrastructure often leads to issues with communication, cash flow, and talent management. One mid-market digital services provider faced these challenges head-on as its workforce expanded significantly over a short period.
To support this growth, the organization needed a modern HR solution that could centralize processes, improve employee engagement, and enable career development. That’s why they partnered with Rizing to implement Rizing People, powered by SAP SuccessFactors®.
The Challenge
The company’s employee count grew fivefold in just four years. This rapid expansion exposed limitations in its existing HR system, which functioned primarily as a basic employee record repository. Key challenges included:
- Insufficient functionality for modern HR practices
- Disconnected systems, making it difficult to gain insights and make informed decisions
- Limited career development opportunities due to lack of clarity and transparency
Project Goals
To sustain growth and improve employee experience, the company set clear objectives:
- Attract and retain top talent
- Drive employee performance and engagement
- Build a more inclusive company by aligning diversity, inclusion, and belonging initiatives
- Redefine company culture to move forward
- Facilitate growth and development as a business and for their people
- Create better, more efficient, and centralized experience for employees
- Foster employee engagement through the continuous introduction of new programs
Why Rizing People?
After evaluating multiple solutions, the organization selected Rizing People, powered by SAP SuccessFactors for its flexibility, integration capabilities, and ability to scale with mid-market needs.
Why Rizing?
The company chose Rizing as its implementation partner for our:
- Transparent and collaborative approach
- Expertise in SAP SuccessFactors solutions
- Ability to tailor delivery methodology to budget and timeline
Implementation Approach
The project was executed in two phases. Phase one focused on performance management and career development and is already live. Phase two will include payroll and Employee Central, scheduled for rollout next year. A dedicated in-house project manager ensured smooth delivery and strong collaboration throughout.
Communication and Change Management
To drive adoption, the organization launched an internal campaign and offered change management workshops for employees and managers. This proactive approach helped foster engagement and ownership of career development.
Business Outcomes
While KPIs are still being finalized, the organization expects to:
- Reduce attrition by improving engagement and career clarity
- Increase system adoption and productivity through streamlined processes
- Enable growth by building a strong HR foundation for the future
