Faced with a +20% growth in its workforce and increasingly complex regulations, the Groupement Hospitalier de l’Ouest Lémanique (GHOL) undertook a profound digital transformation of its HR function. We met with Jeremy Bores, Assistant Head of Human Resources, who looks back on this journey, the challenges encountered, and the concrete results achieved thanks to RogerHR and MyCerty.
GHOL in figures
4 institutions
1,131 employees
66,919 outpatient consultations
« What we buy with Roger is peace of mind. »
Jeremy Bores, Assistant Head of Human Resources at GHOL
How would you describe the HR context before the implementation of RogerHR?
Between 2016 and 2023, we experienced growth of approximately +20% in workforce, while maintaining a stable HR budget.
Added to this was an avalanche of regulations: new federal laws on medical professions, revision of withholding tax, multiple criminal record check requests, and four different collective employment agreements (CCT) to manage.
The result: the workload exploded. We had to do more with the same resources.
What triggered the search for a new HRIS?
After a failed migration project to another system, we lost all our SAP automations.
That's when we discovered RogerHR, in March 2024. We were looking for a simple, efficient solution that was, above all, tailored to the hospital environment.
In just three months, Roger was deployed and went live, which is exceptional for an HRIS of this scale.
What were the visible results in the first few months?
They were immediate.
Expense claims are fully paperless.
Employees access their payslips directly via Roger from their smartphones.
Real-time integration between RogerHR and our Opale payroll software: every change made in Roger is automatically transmitted to Opale, eliminating duplicate entry.
The word that comes up most often in user feedback? User-friendly.
And the HR team has regained its smile: "Roger has put the pep back into the team," as one colleague put it.
How have these tools changed the role of the HR department?
Before, HR was perceived as an administrative production function.
Our HR specialists are no longer "scribes" but validators: they guarantee consistency rather than retyping data.
It is also a boost to employability: our teams now master modern tools, which enhances their professional profile.
« A hospital that does not automate today is running towards its ruin. We chose to move forward. »
Jeremy Bores, Assistant Head of Human Resources at GHOL
How did your employees and managers welcome the digitalization?
With curiosity and enthusiasm.
The training workshops generated 95% positive feedback.
The rare resistance mostly came from fear of change, but in practice, even the least tech-savvy profiles use Roger on a daily basis.
In the hospital field, where everything is already digitalized on the patient side, it was a natural evolution.
What lessons do you draw from this project?
First, do not look for perfection right away. We started "all fire, all flame", but you have to know how to phase and secure the foundations before expanding.
Second, involve the teams: collective buy-in is what makes a project successful.
And finally, rely on trustworthy partners: Roger support is fast, pragmatic, and solution-oriented.
And if you had to summarize Roger's contribution in one sentence?
« What we buy with Roger is peace of mind. »
It's simple, but true: everything works, it's reliable, and we can finally focus on what really matters.
What are the next projects?
Our ambition: to go further in automation and create a shared HR service structure capable of supporting other institutions.
Thanks to Roger, we now have a solid foundation to think about the future without increasing staffing levels.
And in a hospital sector under budgetary pressure, this is a true quiet revolution.
