Case Study

HR Process Optimization & HRIS Implementation

To modernize and optimize all core HR processes and implement them into the HRIS platform Cornerstone (Vlimpers), aligned with Flemish Government standards.

Client

De Vlaamse Waterweg - HR Department

Situation

HR processes were operational but not fully aligned with updated governance standards and digital system capabilities.

Challenges included:

Processes that had evolved organically over time
Documentation and tools that required modernization
Need for standardization across HR domains
Alignment with Flemish Government HR architecture (Vlimpers / Cornerstone)
Ensuring system implementation matched real operational needs

The organization required a comprehensive review and digital embedding of its HR lifecycle.

Assignment

As Project Manager, I was responsible for:

Actualizing and optimizing end-to-end HR processes
Digitizing and standardizing HR workflows
Implementing the optimized processes into Cornerstone (Vlimpers modules & LMS)
Aligning with Flemish Government HR frameworks
Managing change, communication and stakeholder alignment

The objective was to evolve toward a streamlined, digital and future-ready HR operating model.

Challenge

Key Objectives

1 — HR Process Optimization

Redesign and optimize core HR processes: Recruitment & Selection, Onboarding, Performance Review, Learning & Development
Standardize workflows and governance
Increase clarity and traceability

2 — Tool & Documentation Modernization

Review and update all related templates and instruments
Ensure consistency between process and documentation
Improve usability and transparency

3 — HRIS Implementation – Cornerstone (Vlimpers)

Translate optimized processes into system configuration
Define business requirements and functional specifications
Align interfaces and system integrations
Submit and manage change requests and demands
Ensure alignment with Flemish Government modules and standards

4 — Stakeholder & Partner Alignment

Collaborate with external partners (Cornerstone, AgO, system providers)
Align HR, IT and governance expectations
Safeguard correct implementation architecture

5 — Change Management

Develop communication and training materials
Facilitate adoption of new processes and tools
Support HR Business Partners in transition
Ensure smooth embedding into daily practice

Approach

The transformation followed a structured methodology:

Step 1: Process mapping & gap analysis
Step 2: Redesign and optimization
Step 3: Tool and document actualization
Step 4: Translation into system requirements
Step 5: HRIS configuration & validation
Step 6: Change management & adoption support

Work sessions with HR Business Partners ensured that redesigned processes remained practical and operationally viable. System implementation and behavioral adoption were managed in parallel.

Results, delivered

Fully optimized and standardized HR core processes
Updated and harmonized HR documentation and tools
Successful implementation into Cornerstone (Vlimpers modules & LMS)
Improved digital traceability and workflow transparency
Stronger alignment with Flemish Government HR standards
Increased clarity and ownership within HR
Enhanced collaboration between HR, IT and external partners
Structured change management ensuring sustainable adoption

The HR department evolved from fragmented process practices to a digitally embedded and standardized HR lifecycle.

Our involvement

As Project Manager, I:

Designed and led the full HR transformation roadmap
Facilitated workshops with HR Business Partners
Translated business processes into system requirements
Coordinated with external partners (Cornerstone, AgO, IT)
Managed business requirements and change requests
Led communication and training efforts
Ensured alignment between operational reality and system configuration

The role combined HR process architecture, digital transformation and stakeholder governance.

Total Mandays

(Project- & Change Management)

1,5 year

Get In Touch

kris@factter.be