Mersen: heading for successful HR Transformation

A global expert in electrical specialties and advanced materials for high-tech industries. With over 130 years of expertise, Mersen stands out for its commitment to safety, reliability and energy efficiency across diverse sectors, including electronics, chemical, aerospace and renewable energy.

THE NEED…

Amid a global digital transformation, Mersen sought to modernize and harmonize its HR processes across its international subsidiaries. The primary goal was to implement an integrated and coherent HRIS platform, able to support Mersen’s global development strategy.

The following requirements were identified:

• Standardize HR processes world-wide: establishing consistent HR practices  to ensure a unified and efficient employee management in all geographical locations.
• Monitor HR performance indicators: tracking relevant and accurate group-wide metrics to ease the adjustment of HR policies to market needs and internal trends.
• Include deskless workers in HR processes: given that a large portion of Mersen’s workforce didn’t have fixed workstations, it was essential to integrate these employees into the global HR management system.
• Develop a culture of continuous learning: becoming a learning organization required establishing a Learning & Development community to promote skill development and the professional growth of its employees.

OUR RESPONSE…

We met these strategic needs through a series of custom-made initiatives and solutions:

• Definition of the HRIS strategy: we facilitated discussions on optimizing business process tools to help Mersen develop its group-wide HR and HRIS strategies.
• Deploying SuccessFactors and Cornerstone modules: we coordinated the rollout of SuccessFactors (Employee Central, Recruiting, Onboarding, Succession & Development, Performance & Goals) and Cornerstone (LMS) modules. To ensure a smooth adoption, we designed targeted change management strategies tailored to different populations, including support functions and deskless workers.
• Creation of an interface between SuccessFactors and Cornerstone: we developed an interface to integrate data seamlessly between the two systems, maximizing the efficiency of HR tools and enabling smooth management of training, talent development, and performance processes.
• Implementation of a RUN and support strategy: we established a robust RUN strategy to ensure continuous ownership of the HRIS and deliver high-quality support. This proactive approach keeps the system updated, resolves incidents promptly, and continuously optimizes HR processes.

CLIENT BENEFITS…

• Improved operational efficiency: standardized HR processes and integrated tools enhanced data quality and optimized human capital management.

• Informed decision-making: access to a consolidated and reliable HR data enabled decision-makers to track HR indicators in real-time and quickly adjust policies and strategies when needed.

• Increased inclusion and engagement of deskless workers: by integrating all its employees, including deskless workers, into HR processes, Mersen boosted its workforce engagement and satisfaction.

• Establishing a culture of continuous learning: launching a Learning & Development community laid the foundation for a culture of continuous improvement and innovation, supporting skill development and internal mobility.

OUR CLIENT’S TESTIMONIAL…

“ACT-ON GROUP was involved in the very early stages of the project, since the opportunity study phase where we had to define the Group's HRIS blueprint. Having them on board at this stage turned out to be a real advantage: ACT-ON GROUP was able to immerse itself in Mersen's culture and turn that understanding into an asset to manage the PMO successfully, in a well-known and well-understood context, ensuring a delivery that was as relevant as possible”.

Jean-Baptiste de CLERMONT-TONNERRE - HRIS Manager

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