Intuit transformed its HR systems and processes to support rapid growth and global expansion. The transformation involved moving from many on-premise HR applications to a single cloud-based system provided by Workday. This simplified and standardized HR processes while reducing total cost of ownership. The transformation required changes to mindsets, skills, tools and communication to gain acceptance. Intuit benefited from reduced complexity, improved scalability, and ability to reinvest savings in growth.

1. Intuit Transforms HR
Introduction: Dave Duffield, co-CEO and Chief Customer Advocate, Workday
Speaker: Jennifer Hall, VP of HR, Intuit

2. HUMAN PAYROLL
RESOURCES
Unified Business Management
BENEFITS FINANCIALS
SPEND INITIATIVES

3. Workday
Mobile
Solutions
14 Updates
Enhanced
User
Experience

4. "We believe that Workday offers
a level of innovation and flexibility
that will successfully support our
• 96% Customer Satisfaction Rating individual and collective needs
well into the future."
• 99.87% System Availability in 2011
-Karen Magee, SVP and Chief Human
Resources Officer, Time Warner Inc.

5. 915 Workday
employees

6. Rated “Best Place To Work”
4th Consecutive Year in A Row

7. 230+ Customers (1.9+M Workers )
Services Technology Retail Manufacturing
Financial Services Higher Education Healthcare Related Other

8. 230+ Customers (1.9+M Workers )
Services Technology Retail Manufacturing
Financial Services Higher Education Healthcare Related Other

9. A Leading Provider of Business and
Financial Management Solutions
• Founded in 1983
• FY 2011 revenue: $3.9 billion
• Nasdaq: INTU
• Employees: 8,000+ (globally)

10. Most Admired: Software Industry
8 Years in a row
2004 2005 2006 2007 2008 2009 2010 2011

11. Fortune Top 100 Places to Work
6 Years in a row

12. Jennifer Hall
• VP of Human Resources at Intuit
• Prior 18 years experience at Intuit:
• Chief Information Officer (CIO)
• General manager of online services
• Business development
• Engineering
• Mission: To Continually Develop People and Organizations
• Workday Customer #96

13. What I will cover…
• Intuit’s Journey
• The HR Challenge
• Our HR Transformation
• Our Learnings, “Watch outs” and Benefits

14. Intuit’s Journey
 Our Mission:
 To be a premier innovative growth company
that improves our customers’ financial lives so profoundly…
they can’t imagine going back to the old way
 Our recent evolution:
 From desktop software to connected services, social & mobile
 From U. S. domestic to global offerings and talent
 What remains strong:
Our values Customer focus Innovation

15. Innovative Solutions for Consumers & Business
~ Improving
Put up to $1,000 back in
families’ pockets… $550M in
consumer savings identified to
50M
Lives
Help small businesses be 20%
more profitable… Customers’
revenues ~20% of U.S. GDP,
date pay 1 in 12 American workers
Help people get the
maximum tax refund … Improve FI profit per Help accountants be 20%
$40B in tax refunds, customer by 20%… more productive today…
1 out of every 3 IB customers equal to the Serve half of all
tax returns e-filed 5th largest U.S. bank accounting firms

16. The HR Challenge: Accelerate Growth
From… To…
~8,000 employees 15,000+ employees
...in 6 countries ...in 15 countries
...in 28 locations ...in 50 locations
...7% virtual ...15+% virtual
Would our current mindset, processes, systems and
delivery channels be effective? Efficient? Scalable?

17. HR Transformation:
From… To Accelerate Intuit’s Growth …To
 High HR effectiveness with high  Effective outcomes with efficient
touch investment
 High touch delivery model for all  Increased self sufficiency for
managers & employees managers & employees
 Fragmentation and duplication  Put the work in the right place…
of efforts what is best delivered in shared
services
 Many offerings/programs with a
mindset of customization  Common where possible, custom
where necessary… modular design
 Variation in capability in org
design, talent management, and  Experts being leveraged across
L&D the company
 US centric mindset  Worldwide and virtual mindset

18. HR Transformation:
To Accelerate Intuit’s Growth
Significant Work Required to:
 Define future state processes and roles
 Redesign the organization around the work
 Change mindset, skill set and toolset
 Make HR systems effective and efficient
With TONS of Communication
& Change Leadership

19. The HR Systems View: May 2009
FY 09 The Challenges
 10 On Premise HR apps & 2  Total Cost of Ownership (TCO) for
SaaS apps HR applications higher than peers
 Inconsistent service delivery for  Significant resource just to run the
each process operations
 Complex development & support  Technology falling behind industry
requirements with costly and
time consuming upgrades  Very different user experiences
using the different applications
 No Master Data Management
solution and inefficient reporting  IT partners required specific
resources & skills for technologies
 Limited Worldwide capabilities
 Intuit offering SaaS solutions, but
 Inconsistent partner HR not realizing the benefit of
relationships SaaS
19

20. 20
HR Managemt System
Sales Comp
Time & Attendance
Case Managemt
Merit & Bonus tool
LMS / LCMS
On Premise
Employee Change
Request
Workplace Managemt
Reporting & Analytics
Spend by application and type
ESPP
Talent Managemt
SaaS
The View Then…. May 2009
Applicant Tracking
10 On Premise applications and 2 SaaS applications

21. HR Systems Transformation: Vision
FY 09 FY12
 10 On Premise & 2 SaaS HR apps  0-2 On Premise HR Apps
 Inconsistent service delivery for each  Process owners with consistent
process service delivery across applications
 Complex development & support  Development focused on vendor
requirements interfaces & standard testing
 No Master Data Management solution  Master Data Management with real
and inefficient reporting time data insights & reports
 Limited worldwide capabilities  All systems & processes worldwide
 Inconsistent partner relationships  Strong SaaS vendor/partner
relationship
FY10: Self funded HR Core FY11: Further reductions of In FY12: Fully deployed
conversion providing most of the House Apps and more self efficient, effective, scalable
FY12 functionality sufficiency worldwide HR system

22. Changing the Mindset
FROM TO
 Get it right from the start  Launch, learn, and adjust
 “Out of the box”
 Build and customize it functionality …configure it
and integrate it
 Do it yourself
 Leverage vendors to do it
for us
 High touch
 Self Service

23. Changing the Skillset (and Work)
FROM TO
 Annual releases only when features  Frequent new releases – need to
were requested plan for new features
 Testing with major releases  Need testing to be repeatable
 Production support within the Intuit  Production support is in partnership
team with SaaS providers
 IT with primarily software  IT focuses on proprietary
development skills integrations
 HR Technology skills customizing  HR skills for process engineering,
applications web services, data & security
 HR skills are experts in delivering  Expertise in partner management
HR services & business intelligence

24. Changing the Toolset….
FROM TO
• Build custom solutions • Leverage best practices and
technology that serves millions
• IT & HR teams managing
application & infrastructure • Vendors managing application
and infrastructure
• Systems implementation
planning • Vendor/partners selection and
relationship management
• Add features as requested by
the business • Get features with each
upgrade
• Do quick fixes and work
arounds • Managing security and uptime

25. The View Now…. August 2012
Spend by application and type
Talent Managemt
LMS / LCMS
Workday (HR MS)
Applicant Tracking
Sales Comp
Time & Attendance
Career Exploration
On Premise SaaS
1 On Premise application and 6 SaaS applications
25

26. HR Application Landscape
Transformation & Costs
We revised our investment strategy…
Resulting in 35% reduction in overall application costs
…and we are reinvesting to accelerate business growth
Total
Application On Premise
Spend
SaaS
FY09 FY12

27. Closing Thoughts
• The Learning
• Mindset, skill set, tool set…in that order
• Tradeoffs of fast implementation – get core functionality
• Didn’t emphasize importance of first use experience
• The “Watch outs”
• Too many SaaS providers – complexity of integration; you have to own
• Self sufficiency requires investing in manager capability
• Can’t over-communicate the “why” of the change
• The Benefits
• TCO reduced which has allowed us to invest in other areas
• Complexity reduced
• Positioned to scale globally – for growing “workforce”

28. We are not done yet….
It’s a journey
But it doesn’t look like this!

29. We are focusing on the user
experience…

30. Questions?

31. Visit us @ Booth #609
Enterprise HR, Payroll, and
Financials in the Cloud