Key points
Implementation of Roger in 6 months, from the tender to deployment. With 15 ambassador team members to support adoption on the ground.
6 months less administrative work. This time is reinvested in talent management and succession plans to pass on rare know-how.
Automated leave management. Before implementing Roger, Metalem calculated the vacation entitlements of its 200 employees on a case-by-case basis.
Reporting work schedule reductions (RHT) in half a day. Meeting this legal obligation took a work week before Roger.
"It’s something we hadn’t imagined: improved internal communication. Employees receive the information directly. This regularly comes up as a positive impact."
Saskia Henry
HR Business Partner
Why Roger?
When Saskia Henry joined Metalem as HR Business Partner at the end of 2023, one of her missions was to modernize the HR function.
For 200 employees spread across two sites in Le Locle, in the canton of Neuchâtel, vacation entitlements are calculated on a case-by-case basis, absences are managed in Excel files, and employee records are on paper.
Management wants to digitize HR administration with a tool that benefits everyone: managers to oversee the entire process and employees, especially the workshop craftspeople, to finally manage their requests and data independently.
After evaluating around ten solutions, the choice falls on Roger. The team took the time to understand Metalem's specific needs. It developed a tool that matches the specifications, not the other way around. Finally, features were added, improvements that now benefit everyone.
Autonomy
"Clocking in or taking a day off, employees are autonomous in these tasks. They are in control. Everyone manages, everyone makes corrections without having to call HR."
The trigger: finding a solution tailored to watchmaking, not a generic tool
When Saskia Henry arrives at Metalem at the end of 2023, management sets an ambition: move from manual HR management to a digital, up-to-date tool. Ten vendors are evaluated.
Roger is chosen. What makes the difference: the Roger team seeks to understand Metalem's specific needs, challenges its practices and relies on the modularity of its tool to meet Metalem's specifications. Concretely, this made it possible to improve something that now benefits everyone: an hours make-up module that meets the requirements of sectors like watchmaking.
The project begins in February 2024. Scope definition and configuration in March-April, testing in May-June, data migration in August, launch in September. Six months, to the minute.
To bring the teams on board, including the artisans who do not all have a professional email address — an issue addressed from the scoping stage — Metalem relies on fifteen ambassadors, volunteer employees who test the tool before the final choice.
Support
"We developed the HR function. We reinvested time in manager support, apprentice tracking and succession plans."
For manager training, Roger presented the tool on-site and then provided remote support. An approach that enabled managers to quickly manage their teams' attendance with the tool. For employees, the ambassadors took part in the support effort. Very quickly, employees managed their own time entries, balances and absences and no longer went through HR.
After the September launch, Marie-Noëlle Jeanneret, customer success manager at Roger, provided support in continuous improvement: process adjustments, workflow optimization, responding to blockers.
And Saskia Henry concludes:
"She knows Metalem's employees, their environment, the way they work. A detail that changes everything in day-to-day adoption."
The transformation: complete HR digitalization, from the shop floor to management
The goal has now been achieved: the HR function is digitalized. « We have gone from an administrative office to a real HR function », sums up Saskia Henry. This represents six months less administrative work each year.
That time has been reinvested in what was not possible before: setting up an employee handbook, structured apprenticeship tracking, and polyvalence matrices to prepare for retirements and secure rare know-how.
Transparency
"We have gained a great deal of transparency within the teams. Everyone knows where they stand. Information circulates better between HR, managers and employees."
On the shop floor, each employee has gotten used to checking their vacation balance. There are virtually no more HR calls for this type of question. Paper time sheets signed by managers, sent on and filed by HR in shoe boxes have disappeared. With them: data-entry errors and checks.
For the manager, the change is just as concrete. Before Roger, he had no visibility over absences and attendance. Today, he has a shared calendar to organize his teams' work.
As for regulatory obligations, the data for the cantonal authorities is ready in half a day, compared with a week's work before.
An unexpected benefit also emerged: internal communication. The platform makes it possible to broadcast information directly to employees. It is a positive impact observed on the ground that Metalem had not anticipated
Favorite features
Time management
Vacation balances, hour counters, absences, the employee can view everything from the app.
Reporting
RHT reports for cantonal authorities are configured and exported in two clicks. There is no longer any risk of errors.
Employee file
Files are accessible at any time. Paper checklists are replaced by structured workflows.
Like Metalem, free your HR teams from low-value tasks.
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