Le Roy Logistique: modernizing HR processes to attract and retain the right people.
The logistics sector has managed to avoid the current crisis—except when it comes to attracting talent. Business is booming at Le Roy Logistique, but the company is facing two major challenges: recruiting for a sector that lacks appeal, and finding ways to retain and look after that hard-won talent. The key to solving these challenges lies in modernizing HR processes and services.
Le Roy Logistique has been a real success story in the aptly named field of logistics. The business involves three main activities:
national and international transport,
customized logistics services,
co-packing.
Le Roy Logistique was founded in 1947 with a headquarters in Rennes and 650 employees working in 22 branches across France. The business has a turnover of 171 million euros.
While the company's success has been impressive, it has still had to tackle challenges that have plagued the sector, such as the need to modernize HR and administrative processes.
It was essential for us to simplify and streamline our document management, and we also wanted to modernize processes to align with our employer branding and our desire to become paperless.
Rachel Placé, HR Director at Le Roy Logistique
Le Roy Logistique's key challenge: the increasingly heavy burden of manual administrative processes
Strong year-on-year growth at Le Roy Logistique revealed an issue within the HR department—time spent managing administrative processes using a paper-based system. With over 650 employees located across France, even the smallest HR task had become an uphill battle:
leave requests were a burden both for employees (who had to complete several different documents for a single request) and for the HR team (who had to enter, verify and validate the data),
the payslip process required 650 documents to be printed, folded, sorted by branch and then sent out,
annual reviews consumed huge amounts of paper (16 pages of tables for every review) and required handwritten information to be re-entered into an Excel spreadsheet for each and every review.
There were no real procedures in place and it had become difficult for the HR department to centralize all the documents. We were spending way too much time on repetitive administrative tasks that weren't adding value.
Rachel Placé, HR Director at Le Roy Logistique
Another key concern at Le Roy Logistique was improving every aspect of the employee experience. Firstly, by providing a modern onboarding process and a dedicated HR portal that is available 24/7 where all documents are easily accessible, and then by making annual reviews less of a big deal: "38% of our employees are manual workers who aren't used to the process and can be apprehensive about interacting with management," Rachel told us.
And of course, the company needed to ensure it was compliant with legal obligations around annual management reviews, two-year reviews and six-year step reviews, as well as ensuring that confidential documents were sent securely rather than by email.
The solution? An HRIS that aligns with the employer's brand identity.
Before consultation with Apogea, who gave advice and implemented Lucca's solution, Rachel Placé had already done some research on existing HRIS options. Based on her requirements, Lucca kept coming out on top for a number of reasons:
Simple, modern, ergonomic tools.
Appropriate for the youngest generation of employees.
Self-sufficient customization using parameters.
Availability of phone apps.
Web-based support site (document download, online help desk, roadmap access).
At a time when businesses are finding it hard to recruit talent, choosing the right tool can form part of the employer's branding: "Lucca represents a departure from the image and preconceptions we might have about a transport and logistics company," Rachel explained. Since Lucca applications have been implemented, Le Roy Logistique's team has saved time. Lots of time! So much, in fact, that Rachel Placé admits that it's been hard to measure the savings.
For example, we've saved over 6 days a year just by switching over to electronic payslips.
Rachel Placé, HR Director at Le Roy Logistique
But saving time isn't the end goal, especially for a company that wants to improve its employee experience. It's what you do with the time saved that has the most value. Le Roy Logistique has put a lot of effort into this, by revising their employee onboarding process, setting up training plans, creating an internal training facility, improving career management tracking, and implementing a publishing process for reports, statistics and analyses. Rachel sums it up nicely: "We have an HR system that can truly meet the demands of a 650-strong company."
And to top it all off, since Lucca's solutions went live, Le Roy Logistique's HR department has seen an increase in positive feedback on its onboarding processes, a reduction in staff turnover, and has been able to drive its CSR policy forward at pace. "My ambition was to become a 100% digital HR department. And that's exactly where we are now—100% paperless", Rachel explained.