The fol­low­ing ASUG case study was authored in col­lab­o­ra­tion with Infos­ys. It can be down­loaded in full here.

The Back­ground

Hatch is a glob­al engi­neer­ing, project man­age­ment, and pro­fes­sion­al ser­vices firm that has com­plet­ed projects in over 150 coun­tries. Known for its deep tech­ni­cal exper­tise and strate­gic insight, Hatch serves clients across the met­als, ener­gy, and infra­struc­ture sec­tors, help­ing them solve some of the world’s most com­plex challenges.

At the core of Hatch’s approach is col­lab­o­ra­tion. By part­ner­ing close­ly with clients, the com­pa­ny co-devel­ops inno­v­a­tive ideas that lead to trans­for­ma­tive out­comes. Its diverse teams bring togeth­er vast engi­neer­ing knowl­edge and busi­ness acu­men to deliv­er solu­tions that are not only prac­ti­cal and safe, but also for­ward-think­ing and sustainable.

From design­ing resilient infra­struc­ture to advanc­ing clean ener­gy and opti­miz­ing indus­tri­al per­for­mance, Hatch is com­mit­ted to build­ing a bet­ter world — one project at a time.

With thou­sands of employ­ees world­wide, the com­pa­ny depends on a con­sis­tent and effi­cient onboard­ing process to bring new hires into the orga­ni­za­tion. Although com­pli­ance oblig­a­tions required onboard­ing in every region, the way those process­es were man­aged dif­fered widely.

Lead­ers iden­ti­fied an oppor­tu­ni­ty to uni­fy and ele­vate the expe­ri­ence. Their aim was to move beyond coun­try-by-coun­try process­es to cre­ate a sys­tem that met local reg­u­la­tions while offer­ing every new hire a seam­less and well-struc­tured intro­duc­tion to Hatch. The solu­tion also need­ed to sup­port mul­ti­ple offi­cial lan­guages and inte­grate tight­ly with exist­ing HR systems.

To achieve this, Hatch part­nered with Infos­ys, build­ing on an estab­lished rela­tion­ship that sig­nif­i­cant­ly strength­ened dur­ing their S/4HANA imple­men­ta­tion in 2023, and lever­ag­ing the firm’s glob­al reach and SAP Suc­cess­Fac­tors expertise.

“We saw it as a nat­ur­al pro­gres­sion to lever­age our rela­tion­ship with Infos­ys. They have con­sul­tants every­where [who] can mobi­lize quick­ly. And if they don’t have the answer, they have their cen­ter of excel­lence we can rely on.” – Rob Col­lia, Glob­al Direc­tor, Cor­po­rate Sys­tems at Hatch.

That part­ner­ship, devel­oped over sev­er­al years, cul­mi­nat­ed in a glob­al onboard­ing trans­for­ma­tion anchored in SAP SuccessFactors.

The Sit­u­a­tion

Hatch main­tained reg­u­la­to­ry frame­works in each of its regions, but onboard­ing prac­tices remained incon­sis­tent. Every coun­try had its own com­pli­ance stan­dards, with dif­fer­ent doc­u­men­ta­tion require­ments in India, Cana­da, and the Unit­ed States.

“Part­ner­ing with Infos­ys allowed us to embed diverse com­pli­ance require­ments into a uni­fied onboard­ing process. This strate­gic approach ensured con­sis­ten­cy and improved the expe­ri­ence for new hires across all regions.” – Eric Muraka­mi, Glob­al Direc­tor, HR Oper­a­tions & Tech­nol­o­gy at Hatch.

Con­sis­ten­cy and tim­ing were also chal­lenges. Crit­i­cal per­son­al details were­often col­lect­ed on the first day of work, when employ­ees were already occu­pied with paper­work and ori­en­ta­tion. ​“Pre day one or day one, when new join­ers are most engaged and pre­dis­posed to shar­ing things like their per­son­al con­tact and emer­gency con­tact. Those things get hard­er the longer we delay them,” explained Murakami. 

Lan­guage require­ments added anoth­er lay­er of com­plex­i­ty. Hatch oper­ates in four offi­cial lan­guages — Eng­lish, French, Span­ish, and Por­tuguese — and all need­ed to be sup­port­ed from the start. French trans­la­tions received spe­cial empha­sis to ensure com­pli­ance in Que­bec, while Ger­man and Pol­ish were ear­marked for future phases.

The imple­men­ta­tion itself was com­pli­cat­ed by a rocky begin­ning. Hatch had ini­tial­ly engaged a dif­fer­ent part­ner, but, as Glo­ria To, HR Oper­a­tions & Tech­nol­o­gy Lead of Tal­ent Man­age­ment at Hatch, admit­ted, ​“it didn’t work out.” She lat­er added, ​“I would say it’s almost impos­si­ble to pick things up from where we had left off… it almost felt like we start­ed again from scratch.”

When Infos­ys came onto the project, parts of the con­fig­u­ra­tion were unfin­ished and didn’t reflect Hatch’s needs. The first step was a health check and a fit-gap analy­sis, which showed clear mis­match­es between what had been deliv­ered and what the busi­ness required. ​“It’s not going to give you the full answer, but it helped lev­el-set where things were at,” explained Collia.

Because the onboard­ing pro­gram stretched across many coun­tries and com­pli­ance regimes, the team had to adjust the sys­tem care­ful­ly before it could move ahead.

The Ini­tia­tive

Once Infos­ys assumed respon­si­bil­i­ty for the project, the focus turned to exe­cu­tion at scale. Hatch and Infos­ys agreed to restart the imple­men­ta­tion using the stan­dard SAP Suc­cess­Fac­tors method­ol­o­gy. This meant com­plet­ing three full iter­a­tions of devel­op­ment, each one refin­ing the con­fig­u­ra­tion and draw­ing the busi­ness clos­er to a final design that reflect­ed its requirements.

Mid­way through, Hatch par­tic­i­pat­ed in SAP’s Solu­tion Launch Check as a pre­ferred cus­tomer. This check­point served as both a tech­ni­cal and strate­gic val­i­da­tion. ​“What that did was that it real­ly helped val­i­date the con­fig­u­ra­tions and the over­all strat­e­gy that the Infos­ys team had put togeth­er for us. It helped us cre­ate trust and con­fi­dence in mov­ing for­ward on both par­ties,” said To.

The scope of work was broad. The onboard­ing sys­tem had to func­tion across Hatch’s four offi­cial lan­guages, with full inte­gra­tion into Employ­ee Cen­tral and Recruit­ing. Con­fig­u­ra­tion deci­sions were crit­i­cal. Infos­ys col­lab­o­rat­ed with Hatch to seam­less­ly inte­grate com­pli­ance pro­to­cols and orga­ni­za­tion-spe­cif­ic poli­cies with­in the onboard­ing workflow.

The team engi­neered cus­tom tasks to address unique require­ments, such as IT equip­ment req­ui­si­tions, pre­vi­ous­ly man­aged offline. Enhanced automa­tion min­i­mized man­u­al inter­ven­tions, sig­nif­i­cant­ly improv­ing process reli­a­bil­i­ty and efficiency.

Infos­ys imple­ment­ed advanced report­ing capa­bil­i­ties using Suc­cess­Fac­tors Peo­ple Sto­ries, estab­lish­ing a robust foun­da­tion for future dash­boards and ana­lyt­ics. Ongo­ing enhance­ments to report­ing were under­way as the sys­tem approached its go-live milestone.

Change man­age­ment was pri­or­i­tized through­out the imple­men­ta­tion. Hatch, sup­port­ed by Infos­ys, con­duct­ed thor­ough impact assess­ments to iden­ti­fy key stake­hold­er groups, plac­ing HR coor­di­na­tors at the core of the design. Com­pre­hen­sive train­ing mate­ri­als and con­cise instruc­tion­al videos facil­i­tat­ed user adop­tion, while tar­get­ed sup­port was pro­vid­ed to hir­ing man­agers as required.

“[SAP’s Solu­tion Launch Check] real­ly helped val­i­date the con­fig­u­ra­tions and the over­all strat­e­gy that the Infos­ys team had put togeth­er for us. It helped us cre­ate trust and con­fi­dence in mov­ing for­ward on both par­ties.” – Glo­ria To, HR Oper­a­tions & Tech­nol­o­gy Lead of Tal­ent Man­age­ment at Hatch. 

The Results

The onboard­ing solu­tion went live in spring 2025 after approx­i­mate­ly eight months of devel­op­ment, fol­lowed by a month of hyper­care. The sys­tem is now in use world­wide, ful­ly inte­grat­ed with Employ­ee Cen­tral and Recruiting.

For Hatch, the trans­for­ma­tion was designed to enhance the expe­ri­ence for new hires while also cre­at­ing con­sis­ten­cy for hir­ing man­agers, HR coor­di­na­tors, and tal­ent acqui­si­tion teams.

“Our main vision and objec­tive for this project was to, num­ber one, enhance the over­all expe­ri­ence for our new hires, hir­ing man­agers, and HR coor­di­na­tors, and num­ber two, to make a more con­sis­tent expe­ri­ence and process for all stake­hold­ers involved. And I think we are achiev­ing that,” said To. Ear­ly feed­back sup­port­ed her point, with employ­ees and man­agers not­ing greater clar­i­ty in the onboard­ing steps and smoother coor­di­na­tion across teams.

The sys­tem also changed how work got done. Tasks that once relied on man­u­al input were built into auto­mat­ed work­flows, cut­ting down on errors and delays. Com­pli­ance require­ments that had pre­vi­ous­ly var­ied by region were embed­ded direct­ly into the plat­form, giv­ing HR teams a con­sis­tent process they could mon­i­tor across dif­fer­ent jurisdictions.

“Infos­ys part­nered close­ly with Hatch to imple­ment indus­try best prac­tices and inno­v­a­tive solu­tions, proac­tive­ly address­ing busi­ness needs and oppor­tu­ni­ties.” said Srini­vasa Rao Edara, Prin­ci­pal of Enter­prise Appli­ca­tions at Infos­ys. ​“This col­lab­o­ra­tive approach enabled the suc­cess­ful deliv­ery of a robust onboard­ing trans­for­ma­tion with­in an accel­er­at­ed eight-month timeframe.”

“Our main vision and objec­tive for this project was to, num­ber one, enhance the over­all expe­ri­ence for our new hires, hir­ing man­agers, and HR coor­di­na­tors and, num­ber two, to make a more con­sis­tent expe­ri­ence and process for all stake­hold­ers involved. And I think we are achiev­ing that.” – Glo­ria To, HR Oper­a­tions & Tech­nol­o­gy Lead of Tal­ent Man­age­ment at Hatch. 

Lessons Learned

Look­ing back on the project, Hatch and Infos­ys reflect­ed on sev­er­al key themes that shaped its suc­cess. These includ­ed the strate­gic tim­ing of stake­hold­er engage­ment, the dis­ci­plined approach to doc­u­men­ta­tion, the clar­i­ty of col­lab­o­ra­tion, and the piv­otal role of change man­age­ment in dri­ving adoption.

One recur­ring theme was the impor­tance of involv­ing stake­hold­ers ear­li­er in the process. ​“Some­thing learned from that is we prob­a­bly should have brought them in even ear­li­er, maybe even at the end of iter­a­tion one, or maybe even iter­a­tion two, so that we have enough run­way in front of us to help imple­ment those changes that they sug­gest­ed,” said To.

Doc­u­men­ta­tion also played a deci­sive role. ​“That was a strong point,” said To, refer­ring to Hatch’s main­te­nance of com­pre­hen­sive work­books and deci­sion records. That rig­or pro­vid­ed clar­i­ty across regions and pre­vent­ed the pro­gram from veer­ing off track.

Hatch approached adop­tion not as a one-time event, but as a con­tin­u­ous respon­si­bil­i­ty. Tai­lored train­ing mate­ri­als and con­cise instruc­tion­al videos pro­vid­ed HR coor­di­na­tors with hands-on guid­ance, while hir­ing man­agers received time­ly sup­port aligned with their engage­ment moments. These efforts sus­tained user involve­ment beyond go-live and laid the foun­da­tion for ongo­ing optimization.

Anoth­er key mile­stone was SAP’s Solu­tion Launch Check, which gave both teams reas­sur­ance that con­fig­u­ra­tions and strat­e­gy were on track. It helped val­i­date their approach and built con­fi­dence before mov­ing into the final stage of deployment.

The onboard­ing pro­gram exem­pli­fied how a large, decen­tral­ized enter­prise can replace frag­ment­ed region­al prac­tices with a uni­fied glob­al sys­tem — while still hon­or­ing local com­pli­ance requirements.

Ankit Rai, Senior Asso­ci­at­ed Lead at Infos­ys, said Hatch’s open­ness and adapt­abil­i­ty were instru­men­tal in dri­ving a high­ly effec­tive part­ner­ship with Infos­ys. This col­lab­o­ra­tive spir­it enabled both orga­ni­za­tions to align quick­ly on objec­tives, stream­line deci­sion-mak­ing, and main­tain project momen­tum. By pri­or­i­tiz­ing trans­paren­cy, set­ting clear expec­ta­tions, and estab­lish­ing a cul­ture of con­tin­u­ous feed­back from the out­set, Hatch and Infos­ys ensured that the onboard­ing trans­for­ma­tion deliv­ered mea­sur­able busi­ness val­ue and sus­tain­able results.

Ulti­mate­ly, the project deliv­ered mea­sur­able busi­ness impact by enhanc­ing the onboard­ing expe­ri­ence for new hires and stream­lin­ing process­es for HR teams and hir­ing man­agers. Through Infosys’s dis­ci­plined exe­cu­tion and Hatch’s col­lab­o­ra­tive cul­ture, the orga­ni­za­tions estab­lished a scal­able and sus­tain­able onboard­ing frame­work. This solu­tion not only ensured robust com­pli­ance with local reg­u­la­tions but also drove glob­al con­sis­ten­cy, strength­en­ing Hatch’s employ­er brand and oper­a­tional efficiency.

Vis­it the Infos­ys website.