One governed pipeline.
Not six spreadsheets.
"We spend months pulling data from six different systems - HRIS, the warehouse management tool, the LMS, performance reviews, the procurement platform, and half a dozen spreadsheets. By the time we have a clean picture, it is already out of date - and nobody trusts it anyway."
WorkRedesign replaces the manual data wrangling with a single, governed skills pipeline - connected to your existing systems, with automated ingestion, structured validation, and audit-ready reporting built in.
The hidden cost of manual skills data management
HR operations teams spend a disproportionate amount of their time on data work that adds no strategic value. Pulling exports, reconciling formats, chasing managers for updates, and building reports that are out of date before they land.
WorkRedesign automates the ingestion and structuring layer - freeing your team to focus on the analysis and advisory work that actually moves the business forward.
Based on interviews with HR operations leads across financial services, healthcare, logistics, and manufacturing organisations. The mix of effort shifts by sector - but the manual data burden is consistent across Finance, Procurement, SCM, and Operations functions.
Works with what you already have
WorkRedesign connects to your existing HR technology stack - no rip and replace, no vendor lock-in. Your data stays in your environment.
HRIS Systems
Workday, SAP SuccessFactors, Oracle HCM, BambooHR, and other major HRIS platforms. Employee records, role data, org structure, and grading ingested automatically.
✓ HRIS-agnosticLearning Management Systems
Completion records, certification data, and learning pathway history from Cornerstone, Degreed, LinkedIn Learning, SAP Litmos, and others.
✓ Read-only connectionPerformance and Talent Systems
Performance review outcomes, goal data, and talent assessment records from your existing performance management tools - used as evidence signals, not overriding manager judgement.
✓ Evidence layer onlyJob Architecture and Role Libraries
Your existing job family frameworks, role libraries, and grading structures - including Finance grades, Procurement bands, Operations role families, and frontline job classifications. WorkRedesign uses these to contextualise skills data without replacing your existing architecture.
✓ Preserves your frameworkEmployee Self-Service Portals
Where employees have existing self-assessment tools or skills profiles, WorkRedesign ingests these as one signal among many - subject to the same validation process as all other sources.
✓ Treated as unverified inputProcurement and ERP Platforms
Activity and role data from SAP, Oracle Fusion, Coupa, Ariba, and similar platforms - used to evidence skills like PO management, vendor negotiation, and contract administration without requiring manual input.
✓ Evidence-layer connectionWMS and Operations Systems
Warehouse management, logistics, and supply chain platforms - ingested as role-activity evidence for frontline and operational workforce populations where LMS data is thin.
✓ Supports non-desk populationsIdentity and Access Management
SSO and identity provider integration for secure access control. Your existing IAM governance governs who can see what - WorkRedesign does not create a separate access model.
✓ SSO-compatibleWhat changes for your team
From manual data wrangling to a governed, automated pipeline - with reporting that is always current and audit-ready.
Automated ingestion from all your connected systems
No more manual exports and reconciliation. WorkRedesign ingests data from your HRIS, LMS, and performance systems on a configurable schedule - and surfaces discrepancies for review rather than silently writing them to the record. Your team spends time on exceptions, not on the routine data work.
A single governed skills record
One source of truth for skills data across your organisation - replacing the spreadsheets, disconnected system exports, and informal tracking that currently fragment your picture. Every record has a clear provenance trail.
Configurable validation workflows
Adjudication workflows are configured to match your existing HR governance processes - not to add a new process on top. You control who validates what, at what cadence, and with what escalation path.
Audit-ready reporting, always current
Reports generated from a live, governed record - not assembled manually from stale exports. Every report is sourced, timestamped, and traceable. When compliance or audit asks for evidence, you have it.
Manager workflows that actually get completed
The adjudication interface is built for manager adoption - fast, structured, and surfaced at the right moments. Completion rates are tracked and escalated within your governance workflow so you are not chasing people manually.
Data quality monitoring
Continuous monitoring of record completeness, staleness, and validation status. You know at any time which parts of your skills record are current and reliable - and which need attention.
Built for enterprise compliance from day one
Designed for organisations where data governance and regulatory compliance are not optional - they are the starting point.
Data residency and sovereignty
Your data stays in your environment. WorkRedesign connects to your systems securely but does not copy your employee data to our infrastructure. Data residency requirements are met by design, not configuration.
- No employee data stored in WorkRedesign infrastructure
- Supports GDPR, UK GDPR, and regional data residency requirements
- Data processing agreements available for all enterprise engagements
Access control and audit logging
Granular role-based access control. Every read, write, and adjudication decision is logged with user identity, timestamp, and context. Audit logs are immutable and exportable for compliance review.
- Role-based access control with configurable permission sets
- Immutable audit log for every data access and modification event
- SSO integration with your existing identity provider
Bias monitoring and fairness governance
The adjudication process includes bias monitoring at the point of manager review - flagging patterns that may indicate inconsistent validation across demographic groups, before they enter the record.
- Statistical bias detection across adjudication decisions
- Configurable flagging thresholds for your compliance requirements
- Bias monitoring reports available for HR and compliance review
Employee rights and data access
Employees have the right to see their own validated skills record and to raise disputes through the governed process. Subject access requests and data deletion requests are handled within the platform workflow.
- Employee self-service view of their own skills record
- Structured dispute and appeal process with audit trail
- Subject access request and right-to-erasure workflows
"We had skills data in four different systems, none of which talked to each other. Every quarter we would spend three weeks pulling it together manually, and by the time the report landed it was already wrong. WorkRedesign changed that completely. The first time we ran a quarterly review with a live, governed record instead of a spreadsheet, our CHRO asked why we had not done this years ago."
Replace the spreadsheets with a pipeline that works.
WorkRedesign gives HR operations teams a governed, automated skills pipeline that connects to what you already have - and produces a record your organisation can actually trust. Start with a discovery call.
We start by understanding your current systems and data situation - no commitment required.