Go-to-Market & Technology-as-a-Service (TaaS) Platform Integration Across EMEA
The organization was launching a new TaaS (Technology-as-a-Service) commercial model across EMEA and required a fully integrated online platform that would enable end customers to configure, subscribe to, and manage hardware, software, and services bundles. I led the go-to-market planning and technology integration to ensure the platform connected seamlessly with partner ecommerce environments and a growing network of finance providers.
Objectives
Launch a scalable TaaS solution across multiple EMEA markets.
Integrate the subscription platform with partner ecommerce, quoting, and fulfillment systems.
Connect financing providers to support automated credit decisioning and subscription lifecycle management.
Enable end customers to self-serve: configure, order, renew, and upgrade technology subscriptions.
Ensure compliance with market, tax, data protection, and financial regulations
Scope of Work
Our work spanned strategy, go-to-market execution, and technical delivery leadership:
Phase | Key Activities | |
1. | Market & GTM Strategy | Supported segmentation, value proposition, pricing, and commercial model development |
2. | Platform Integration Testing | Validated API and data flows with ecommerce, CRM, ERP; supported UAT and go-live readiness |
3. | Finance Partner Coordination | Assisted with onboarding and alignment with financing partners (no credit process ownership) |
4. | Partner Ecommerce Integration | Supported integration and testing of embedded TaaS journeys in partner storefronts |
5. | Regulatory & Compliance | Ensured alignment with GDPR, KYC/AML, tax/VAT and asset lifecycle requirements |
6. | EMEA Rollout & Change Management | Contributed to rollout planning, enablement, training, and adoption playbooks |
Platform Capabilities
The TaaS platform enabled:
* Automated subscription quoting and provisioning *
* Bundling of devices, software licenses, warranties, and services *
* Finance pre-qualification and automated credit decisioning *
* Lifecycle actions: renewals, returns, upgrades, extensions, end-of-term options *
* API-based integration with ecommerce, CRM, ERP, logistics, and billing systems *
Our Role
Lumira Nexus provided hands-on delivery and product leadership, including:
- Defined TaaS operating model and value proposition across EMEA
- Co-led solution design and partnered with engineering to shape platform architecture
- Managed partner integrations and onboarding of finance providers
- Led dependency mapping and risk management with Legal, Finance, Operations, and Commercial teams
- Developed rollout enablement, training, and market-specific launch playbooks
Outcome
The online platform launched successfully in priority EMEA markets and demonstrated clear commercial impact:
Result | Impact | |
1. | Fully integrated TaaS ecommerce experience | End-customers self-serve subscriptions end-to-end |
2. | Automated financing & credit workflows | Faster approvals, lower operational effort, improved conversion |
3. | Consistent cross-market operating model | Repeatable entry into new EMEA regions |
4. | New recurring revenue opportunities | Predictable margin growth and multi-year subscription value |
Why this project was critical
The shift from one-time hardware sales to recurring subscription models is reshaping the technology sector. This initiative enabled the organization to compete with next-generation consumption models and create a scalable, partner-integrated TaaS ecosystem across EMEA.
HRIS Market Evaluation & Vendor Selection (12 Months)
The organization was preparing to replace its legacy HR systems and needed a modern HRIS capable of supporting global growth, improving data quality, and enabling future AI-assisted HR operations. I led a comprehensive, end-to-end market evaluation and selection process to ensure the company chose the right platform and the right implementation partner for long-term success.
Objectives
Identify HRIS platforms aligned with current and future operating model needs.
Assess functional capabilities across Core HR, Payroll, Talent, Learning, Integrations, and Analytics.
Support change, risk, and adoption considerations throughout the selection cycle.
Recommend a technology and implementation approach that minimized time-to-value and total cost of ownership.
Scope of Work
Our 12-month engagement included a structured, multi-phase approach:
Phase | Key Activities | |
1. | Market Research & Discovery | Requirements analysis, capability mapping, HR tech landscape review |
2. | RFI Process | Requests for information to long-list vendors, capability comparisons, scoring |
3. | RFP & Deep Evaluation | Detailed functional and technical evaluation, integration and data architecture assessment |
4. | Vendor Demos & Sandbox Testing | Facilitated scenario-based demonstrations and reference checks |
5. | Implementation Partner Selection | Evaluated delivery methodologies, Workday/HRIS certifications, cost models, and cultural fit |
6. | Business Case & Executive Approval | TCO modeling, benefits and ROI analysis, risk assessment, and final vendor recommendation |
Our Role
Lumira Nexus provided advisory and delivery leadership across the process, including:
- Led requirements gathering across HR, Finance, Security, and Legal
- Designed the RFI and RFP scoring framework and vendor evaluation model
- Facilitated vendor demos and decision-making workshops
- Conducted reference checks to validate performance with similar organizations
- Recommended the final HRIS platform and implementation partner
- Supported contracting, commercial negotiation, and roadmap planning
Outcome
The client selected a modern HRIS platform and a high-performing implementation partner aligned with their scaling strategy. The decision provided:
Result | Impact | |
1. | Platform aligned to future operating model | Prepared for global scale and AI-enabled people operations |
2. | Reduced systems and data complexity | Single source of truth for workforce and people analytics |
3. | Faster implementation readiness | Clear blueprint for integrations, data migration, and phased rollout |
4. | Strong partner delivery capability | Lower risk and more predictable implementation timeline |
Why this project was critical
Selecting the right HRIS is one of the highest-impact technology investments an organization can make. This work ensured the client had the insight, structure, and decision confidence needed to invest wisely and set the foundation for future transformation.
Workday HRIS Integration (24 months)
A growing organization needed to streamline HR operations and unify employee data scattered across multiple systems. I orchestrated the end-to-end integration of Workday as the central HRIS, improving data accuracy, reducing manual processes, and establishing a single source of truth. I provided full lifecycle leadership from design through delivery, partnering closely with technical and business teams to ensure a smooth and scalable implementation.
Objectives
Consolidate employee data into Workday as the authoritative HR system.
Integrate Workday with payroll, identity & access management, finance, and IT systems.
Reduce manual onboarding/offboarding tasks through automation.
Improve reporting accuracy for People, Finance, and Leadership teams.
Ensure compliance with security, audit, and data-privacy requirements.
Scope & Integrations
Workday was integrated with key business platforms, including:
Function | System/Integration Examples | Purpose / Outcome |
Payroll | ADP, local payroll vendors | Automated payroll data sync and reduced manual entry |
Identity & Access Management | Azure ID, Okta | Automated provisioning & deprovisioning, improved access security |
Finance / ERP | Anaplan | Consistent workforce and cost data across HR and Finance |
ATS | Smart Recruiters | Unified hiring funnel and faster onboarding into Workday |
Learning / Performance | Cornerstone | Connected talent, performance, and development data |
Automations included: hiring, job changes, compensation updates, terminations, and role-based access control.
Our Role
Lumira Nexus provided hands-on leadership across delivery, architecture, and change management:
- Defined HRIS integration strategy and target data architecture
- Led vendor and stakeholder alignment across HR, Finance, IT & Compliance
- Reviewed integration playbooks, provided testing support, and contributed to data-governance standards.
- Managed Workday implementation partners and internal technical teams
- Delivered training, enablement sessions, and hypercare support after go-live
Deliverables Provided
1. Strategy, Governance & Requirements
Integration strategy and delivery roadmap
Stakeholder alignment & governance model
Functional and technical requirements
Security, privacy & compliance assessment (GDPR, ISO, SOC)
Risk assessment & mitigation plan
5. Testing & Quality Assurance
System Integration Testing (SIT) plans
UAT plans, scenarios & test scripts
Defect triage and resolution management
End-to-end workflow testing
Performance & load testing (where required)
Test summary reports & readiness validation
2. Architecture & Design
End-to-end integration architecture
Source-to-target mapping documents
Data model & transformation rules
API, EIB, Studio or middleware design (Boomi, MuleSoft, Azure, etc.)
Interface catalogue and dependency mapping
Error-handling and monitoring design
6. Cutover & Deployment
Cutover plan and detailed runbook
Go-live readiness checklist
Deployment steps and support
Hypercare plan & monitoring setup
Early-life support & stabilisation reporting
3. Build & Configuration
Workday integration configuration
Middleware workflows & transformation logic
Integration build documentation
Exception and alerting workflows
Technical specifications and configuration guides
7. Training & Knowledge Transfer
Technical training for IT and integration teams
HRIS/HR admin training
Troubleshooting guides & support documentation
Step-by-step user guides
Knowledge handover sessions
4. Data Preparation & Migration
Data cleanse & validation rules
Extract templates for legacy systems
Transformation logic & scripts
Data migration plan and schedule
Reconciliation reports & QA sign-off
8. Advanced Deliverables
API gateway configuration
Workday tenant security assessment
Integration SLAs, support model & service design
Business continuity & failover procedures
Audit and regulatory documentation
Vendor management artefacts
Enhancement backlog & continuous improvement roadmap
Outcomes Achieved
The organization realized measurable improvements in operational efficiency and data quality:
Impact | Result | |
1. | Faster onboarding & reduced admin workload | 70–90% reduction in manual HR data entry |
2. | Stronger security & zero-day access for new hires | Automated provisioning and deprovisioning |
3. | Faster and more accurate reporting | Single source of truth for workforce data |
4. | Improved compliance and audit readiness | Standardized global HR processes |
5. | Leadership decision-making supported by reliable data | Better workforce insights |
