Dayforce

When Dearsley was looking for the right technology for his team, he says Dayforce stood out. “The biggest benefit that I saw was that it was one system. The information wasn't put into three different systems, three different times. It was entered once and then flowed through. And it just made so much sense that this was the path we needed to take to help our business,” says Dearsley.

Bankstown Sports Club is giving managers more power, as they can now access rosters and time sheets on the go to ensure the business is always operating smoothly and efficiently. This means as an organization, Bankstown can more closely monitoring labor costs.

Bargain Hunt also faces the challenge of staffing stores that vary in size and workforce needs.

When Bargain Hunt partnered with Dayforce in 2016, the retailer had a vision to leverage the platform through the entire employee lifecycle – from hire to retire. Bargain Hunt uses Dayforce Recruiting, Onboarding, Payroll, Workforce Management, Benefits, and is currently working to implement Performance, Compensation and Learning. “Dayforce has enabled us to have a one-stop shop when it comes to managing our workforce,” says McGee.

With all its workforce and payroll data in one spot and accessible from anywhere, Bargain Hunt is able to focus on attracting and retaining top talent. Dayforce links with the company’s external recruiting services, allowing it to pull in applicant information automatically and assign to store leaders for review. “Dayforce gives us an edge in the market. It streamlined our recruiting process tremendously. Before Dayforce, it was very hard to coordinate for so many locations,” says Samantha Cooper, Bargain Hunt’s Director of Human Resources.

When BCU separated from Baxter Healthcare and became an independent organization, the HR team needed to build an HR function from scratch. “In the previous arrangement, we were using someone else’s system designed for an entirely different population,” said Ben Fingard, Senior Manager of HR Systems and Operations at BCU. “This was our chance to make it our own.”

To reinforce that foundation, BCU partnered with Dayforce Managed Payroll for added expertise and consistency. “We didn’t have a ton of payroll internal expertise, so partnering with Managed Payroll helped us get through that transition,” Fingard said. Today, Managed Payroll continues to support BCU’s payroll operations, providing a dependable, structured process each pay cycle.

Before rolling out Dayforce AI Assistant broadly, the HR team stress-tested it through an internal exercise they called Promptapalooza, gathering in a room to ask it hundreds of questions. “We monitored the response quality and used the reporting tools on anything we rated negatively,” he explained. “We wanted to guarantee good results when we went live.” BCU also prepared employees by sharing education resources, desk drops, and a prompt library so people could understand what to ask and how the technology worked. The results were immediate and measurable. Dayforce AI Assistant now answers about 300 employee questions every month, helping HR reclaim between 300 and 400 hours a year.…

The company’s workforce is diverse, spanning generations, cultures, skills, and geographies, including the UK, U.S., and Norway. This makes meeting all employees’ needs from an HR perspective a challenge. “It’s about making the most of our employee value proposition,” says Stephens, “putting every employee at the center and giving them that flexibility and agility to make their experience at Blatchford their own.”

Until 2020, Blatchford juggled seven different payroll and HR systems. None of them could talk to each other, and some were seriously outdated. “It was a bit like having to turn a handle to get them to work,” says Stephens. “And I had no access to data that was consistent and credible.” Communication was superficial, both within the HR team – coming together only occasionally for projects – and between HR and the wider Blatchford staff. This was a problem, as Stephens notes that visibility is a key value for the Blatchford team and they needed a way to nurture shared dialogue and trust. Under the old HR systems, the employee experience varied by location.…

As a world leader in advanced prosthetics, Blatchford is known for pushing the boundaries of innovation – not only in its products, but also in its employee experience. “I’m always looking out for innovations that can support us in the employee benefits space, and Dayforce has delivered on that in a number of ways,” says Stephens. With Dayforce Wallet , Stephens saw an opportunity to offer something groundbreaking to Blatchford’s workforce. She quickly recognized its potential, signing Blatchford up early as one of the first Dayforce Wallet customers. “It was such an innovation in the payroll space,” says Stephens.…

One of the biggest challenges many retailers face today is employee turnover. Due to heavy competition in the retail space, companies have difficulty differentiating themselves to attract and retain talent. “We compete with many other retail organizations in each of our communities. So recruiting is very challenging,” says Monea. “We have about 1,000 employees turn over per year in our part-time and seasonal categories. And so, when we recruit for those positions, we need to spend time and resources to train and onboard new employees, which is costly.”…

Buehler’s began its partnership with Dayforce in 2014, and since then has implemented Dayforce for payroll, HR, benefits, workforce management, recruiting, onboarding, and learning.

For Buehler’s, it’s critical to not only find better ways to attract new talent, but also ensure that the onboarding process is streamlined to boost employee engagement early on. “We need to make sure that we're hiring the right people and putting them in an environment in which they can succeed,” says Stefaniuk. “Right now, especially with the pandemic, we're really focused on making it as safe and comfortable as possible for our employees to do their jobs.”

“Dayforce has improved pay accuracy and enabled consistent administration of our pay practices,” says Worthley. “We used to spend about two months a year in a spreadsheet nightmare managing all the different variables that we had to sort through for annual compensation review. Dayforce Compensation has accounted for all those variables and made that much more efficient and accurate. The computation logic is powerful; we’ve yet to find comp plans that Dayforce can’t automate.”

Dayforce Learning is helping Burton create a skills development environment that’s easily accessible and user friendly. Last year, Burton rolled out “Summer School,” which provided training on a variety of topics, including communication skills, managing difficult conversations, and setting goals. Dayforce made it super easy to package, rollout, deliver, and track completion of summer school, and is continuing to rollout Learning modules on an ongoing basis.

Having one employee record has been a huge improvement over the multiple employee records Burton previously had in its “HR soup.” Payroll processing now takes less time, and it’s easier to find and correct errors when they occur. Managers are able to run global reports that help with workforce and compensation planning. And having the whole company in one system helps streamline company-wide activities.

Caleres’s legacy HR systems made it difficult to respond to workforce changes and evolving employee expectations. Without a trusted human capital management (HCM) partner and unified solution, the company sometimes struggled to maintain compliance in all jurisdictions where it operates and pursue innovation. Caleres began looking for an integrated system that could meet its complex and evolving needs.

For Caleres, the biggest upside of Dayforce Wallet has been employee satisfaction that comes with offering a benefit that was quickly adopted by a large segment of the workforce. “On-demand pay is the future of payroll. Giving associates access to the money they’ve earned when they need it is really important. It's going to be the expectation going forward. It's been a great benefit for our team, and it's been embraced by our company.”

Moving to a single source of truth has been a game changer for Caleres and its team. Employees can now access their information when they need it, wherever they are, with just a click of a button – an important benefit to staff with competing demands for their time and attention. Using advanced workforce management, Caleres is enabling associates to trade shifts without having to involve management.

The group includes luxury resorts, city spa hotels, golf courses, and retail shopping. Still, Champneys prides itself on being a family-run business and emphasizes open, equal communication among colleagues “to allow for a really great workforce.” But achieving that openness was a challenge, with more than 1,100 employees working various shifts across multiple sites around the clock.

Also, the AI-enhanced scheduling in Dayforce has transformed workforce management, helping HR navigate the complexities of a diverse workforce with different availability, from students with limited working hours to parents balancing work with caregiving. This helps to distribute shifts equally, supporting better work-life balance for employees.

With Dayforce TM , employees now have a smoother onboarding experience and access to essential information – like their payslips and work schedules – at their fingertips. In the long-term, Champneys expects this to help eliminate confusion, strengthen trust, and reduce absenteeism and staff turnover.

Chosen Foods strives to bring the same level of care to its workforce and culture as it does to its products. But as the company has grown, staying on top of employee needs and compliance expectations has been challenging for its small but mighty HR team. Working in spreadsheets and disconnected systems led to errors, inefficiencies, and has kept the team from being able to do the work they’re meant to do – ensuring Chosen Foods is a top choice for employees and customers.

Chosen Foods implemented Dayforce Payroll, Benefits, Time and Attendance, Analytics, and Dayforce Wallet, and is currently also adding Dayforce Performance Management, Compensation, Engagement, Learning, and Experience Hub.

Chosen Foods says Dayforce is by far the most user-friendly, efficient, effective, and complete system they’ve worked in. With Enforce and the Dayforce community’s support, they’ve significantly improved efficiency, accuracy, and compliance, freeing up the People and Culture team’s time to work on projects that make work life better for all Chosen Foods employees.

Across communities everywhere, municipal governments are asked to do more with less – serve growing populations, meet complex needs, and support an evolving workforce. The City of Carrollton, located in the heart of the Dallas/Fort Worth metroplex, knows that challenge firsthand.

With Dayforce, Carrollton’s HR leaders now have access to real-time data and intuitive dashboards – allowing them to make faster, smarter decisions across the organization. “Dayforce has freed us from the traditional, very administrative, paper-heavy, HR function, and allowed us to be strategic,” said Dean. “That’s not only efficient and effective for our government today - but it’s also setting us up for future success.” Whether it’s tracking trends, monitoring retirements, or measuring retention, HR can now deliver insights to leadership in a matter of clicks. “Dayforce really helps us pull those analytics to make long-term decisions,” said Dean.…

This new growth target presents Costa Coffee with the challenge of scaling its workforce quickly enough to keep pace with the expansion. For Ratcliffe, it’s all about how the company can develop and grow its employees and leaders, to have a sound foundation to build on. “We don't want the team to spend their time worrying about the mechanics of whether we can hire people, pay people, promote people, deliver learning to people. We want the team out there growing our people and our business.”

Costa Coffee began its partnership with Dayforce in 2015, and implemented Dayforce for labor planning and workforce management. The company realized that as it grew, it needed a system that could plan and model labor requirements for its growing number of retail locations.

Lauren Dent, former Store Manager and now People System Manager at Costa Coffee, used Dayforce to better schedule her people. “Before Dayforce, we had schedule issues around tracking employee availability,” she says. “Some of our employees are in school, so their availability is not consistent. Notes about availability would often get missed or misplaced, and people would be scheduled when they're not available. Now that we use Dayforce for scheduling, employees can update their availability in the system immediately, helping them to achieve a better work-life balance.”

But with a vast and diverse workforce spread across the state, CSNHC faces some of the sector’s toughest people challenges. Attracting and retaining staff, ensuring payroll accuracy, and integrating HR processes to streamline support are significant pressures. “The healthcare industry is a competitive beast,” explains Chelsea Jordan, Vice-President of Payroll and Data Integrations, Creative Solutions in Healthcare. “Just getting and retaining employees is a major challenge.”

For CSNHC, staying ahead means constantly reimagining how technology can bring people and processes together, without losing the human touch that sets the company apart. As a large enterprise, the team knows that integrations are the reality of operating at such size and complexity. “Integrations, efficiencies, and technology are what drive me to be able to come back to work every single day,” as Jordan puts it. That’s why integrations with the Dayforce platform have become mission-critical for CSNHC.…

To hit its growth targets, CSNHC designed an innovation plan focused on automating more of the onboarding process — helping to free up employees from acquisitions to focus on what really matters. The team wanted a solution that cut down on off-cycle payroll runs and retroactive fixes, while smoothly connecting payroll and time tracking with existing talent, compliance support, and benefits systems. When the team began searching for a solution, Dayforce technology stood out as a natural fit, not only because of the platform’s functionality, but the way its people engaged. “It was their ability to connect on a personal level,” says Jordan. “To Dayforce, I wasn’t just a number —…

“Dayforce Wallet proved to be one of the best tools in our arsenal during COVID,” says Arment. “The idea that an employee could get paid at any point that they needed to after they had already worked the hours was something novel that helped drive stability in our workforce and showed the employees that we had their best interests at heart.”

Achieving B Corp certification isn’t the only change the company has undergone in recent years. In 2018, a merger formed what is now known as Danone North America. This merger created the need for an agile, integrated HCM solution that could support the needs of the entire workforce, from time and attendance to payroll and insights. “When we were going through the RFP process, what differentiated Dayforce from the others was that it is a vertically integrated company that provides all the services we need,” says Gavin Flynn, Director of Technology and Payroll. “Dayforce also has a deep expertise in the manufacturing space through its time and attendance product that really differentiates it from others.”…

While you know the company’s products well, what you might not know is that Danone is one of the world’s largest certified B Corps . The B Corp certification is awarded to companies that meet the highest standards of social and environmental performance, transparency, and accountability. Danone achieved the designation in 2018 and has since been on a journey of balancing profit, purpose, and transforming how it operates as a business and supports the well-being of its people.

“Enforce understood both sides of the challenge for us,” says David Watt, Bankstown’s People and Culture Manager. “They understood the challenges of the local labor market here in Australia, but they also understood Dayforce as a system and the work that was involved with the implementation required from Dayforce.”

Since going live with Dayforce in October 2021, Bankstown Sports Club has received great feedback from employees. “I have spoken to a few staff over the last few months. A lot of them love the platform and the visibility that they've now got compared to what they didn't have,” says Dearsley. “The adoption of Dayforce has been really high.”

The idea of a family business that starts in a garage and grows to a successful, long-lasting legacy is a familiar dream to many. The entrepreneurial spirit of a young pharmaceutical salesman, Pete DeBusk, took this dream and made it a reality.

DeRoyal has partnered with Dayforce since 2018, using Dayforce for payroll, time and attendance, recruiting, onboarding, performance, and compensation.

Based in Powell, Tennessee, DeRoyal now employs 1,900 people at 21 manufacturing facilities on three different continents. “DeRoyal is somewhat unique in the medical device manufacturing industry now because we're a relatively large company, but we're still family-owned and operated,” says Brian DeBusk, DeRoyal President and CEO and son of founder Pete DeBusk. “Most of the companies that we grew up with in the industry have since been acquired or gone public. But we've chosen to stay a family-owned business. Part of what makes DeRoyal unique is we have a very family-oriented feel.”

Before Dayforce, Endeavor relied on six disconnected systems to manage HR, payroll, time, benefits, and talent. Data was spread across multiple platforms, and processes were largely manual. Employees had little visibility into their own information. “Employees never actually had self-service before,” Pedersen said.

To support time capture in the field, Endeavor also deployed Dayforce Tuff clocks across its operations. The airline uses 21 devices at key locations, many of them exposed to the elements at busy airline hubs. Built for durability, the clocks help improve accuracy on time records. Instead of relying on estimated start times, employees now record actual time worked, ensuring time cards reflect when work begins, not when a shift is scheduled to start.

Airlines rarely pause. Flights depart before sunrise and after midnight. Crews rotate across time zones, and regulations change constantly. For Endeavor Air – a wholly owned regional subsidiary of Delta Air Lines – supporting nearly 5,000 employees and 750 flights a day is not simply an HR responsibility; it is fundamental to keeping operations safe, compliant, and running smoothly. The modern airline industry presents a uniquely complex HR environment. It operates 24/7, with about 40% of Endeavor’s workforce unionized, and regularly onboards temporary staff.…

Like with any family, finding one solution that meets everyone’s needs is a serious challenge. Farm Credit Foundations services 37 separate legal entities, all with different needs. The team was seeking a solution that would be flexible enough to work within each employer’s specific context, all while providing the value and consistency of a single, centralized system.

The Dayforce modules offered a number of features to help Farm Credit Foundations reach their goals. For one, the team could set up 37 different configurations in one platform, supporting each organization’s individual business requirements. The Dayforce environment could also handle Farm Credit Foundations’ need for more than 250 different security roles, allowing each organization to customize data access as needed and ensure organizations can only see data for their own employees. Another appealing feature was the Dayforce self-service tools for employees, including a mobile app that suited employees’ work lives on the road.…

“I can't stress enough how valuable it is to have all our employee data integrated into one platform. We now have accurate data that’s up to date and accessible in real time. We don't have to deal with system lags or feeds from one system to another,” says DelVecchio. “I've been a part of organizations that don’t have that, and it’s incredibly inefficient and creates the potential for data integrity issues.”

Steven DelVecchio, Senior Director of People Operations and Analytics at Gannett described some of the post-pandemic changes currently challenging the organization. “We're seeing a very competitive labor market right now that is largely driven by a low unemployment rate and the transition to hybrid work. And we certainly see a shift to more hybrid work across all areas of our business.”

Having the right people in place to uphold the company’s values and mission to deliver a great customer experience is crucial. This, however, has proven challenging for Harris Farm Markets given the high turnover rates in the retail industry. “Retail is still seen as a job you take while you're studying for another career path. It's not necessarily seen as the career path itself. And we really need to invest in and work with our people to show them what we offer, and to make us an option for the long-term,” says Nichol Trueman, Head of Safety, People, and Culture. Onboarding new employees quickly and efficiently as the company continues to expand has also been difficult due to manual and inconsistent processes.…

Over the past 49 years, Harris Farm Markets has expanded greatly from that initial store, all while remaining 100% family owned and committed to providing a quality experience. The company now employs 2,500 people at 24 stores across Sydney and New South Wales, and it continues to expand its reach with its newest location recently opening in Queensland.

With the evolving demands of the workforce, JB Poindexter has shifted gears in its recruitment and onboarding strategies. Innovative technology has been a vital tool in boosting candidate engagement from the get-go and ensuring a streamlined experience for applicants. “We rely heavily on technology like Dayforce to meet the demands of today’s workforce. Engagement is a big buzzword, and Dayforce is a huge tool in that fight to keep employees engaged,” says Stewart. “Engagement starts from the first time they apply to that job or the first time the recruiter reaches out to them, not when they walk in the door for their first day of work.”…

JB Poindexter realized that in order to remain competitive, it needed streamlined HCM technology to innovate for ever-shifting employee needs.

Before Dayforce, the Chiefs’ HR, time, payroll, and talent processes were disparate. “We had processes living in different systems, spreadsheets, and even on paper,” Conlon said. “It was all painfully manual.”

The Kansas City Chiefs have built an infrastructure that supports employees, players, and leaders. The result is a workforce in sync, a fan experience unlike any other, and a stadium that doesn’t just make noise; it makes history.

The Royals’ workforce fluctuates from roughly 400 full-time employees in the off-season to nearly 1,800 during the baseball season when seasonal staff are employed, which can make payroll feel like a major league challenge. “My goal is to make sure our people are paid accurately and on time,” said Parsons. “When employees don’t have to worry about their pay, they can focus on doing the work they’re meant to do – giving our fans the best experience.”

Dayforce has positively impacted the entire employee lifecycle. Even high-volume seasonal hiring is simpler and more streamlined. For example, Dayforce mobile provides the versatility and speed needed to handle hiring fairs where candidates might apply, interview, and receive an offer all within a couple of hours.

One of the biggest challenges the retail industry currently faces is turnover. Retailers like la Vie en Rose must think strategically about how to foster employee retention and engagement long-term. “For la Vie en Rose, we really decided to put our culture at the forefront in order to retain people,” says Karine Turgeon, Human Resources Director. “The biggest difficulty in retail is being able to differentiate yourself from the competition. So, this is where the culture of the company becomes especially important.” Pariselli points out that a happy employee is going to be more productive, more motivated, and have a greater desire to develop and grow within the company.…

Prior to Dayforce, the company had five different systems for its HR processes, which caused challenges with duplicate entries, manual work, and interfaces that were not user friendly for employees. None of the systems communicated with each other, which was a problem – one that worsened as the company grew. After taking stock of its situation, la Vie en Rose concluded that its current mix of platforms would no longer allow the company to continue to scale efficiently or improve its employee experience program, and decided it was time for a change. “We were growing rapidly, and we needed support from our system. We needed something that would allow us to grow and to do so in a way that was time and cost efficient,”…

Prior to Dayforce, the company had five different systems for its HR processes, which caused challenges with duplicate entries, manual work, and interfaces that were not user friendly for employees. None of the systems communicated with each other, which was a problem – one that worsened as the company grew. After taking stock of its situation, la Vie en Rose concluded that its current mix of platforms would no longer allow the company to continue to scale efficiently or improve its employee experience program, and decided it was time for a change. “We were growing rapidly, and we needed support from our system. We needed something that would allow us to grow and to do so in a way that was time and cost efficient,”…

“We’ve grown from 200 employees to over 1,400 employees spread across 40 locations. One of the things that became a challenge for us is communication. We were using a homegrown software program that we frankly just outgrew,” explains Hammers.

Once Marshall realized the benefits of a single, integrated HCM platform, the company decided to partner with Dayforce. Marshall implemented Dayforce Payroll , Workforce Management, Benefits, Recruiting, Onboarding, and Performance Management.

The healthcare industry is also rapidly changing, with new types of positions opening up and regulations constantly shifting. Technology in healthcare has taken leaps forward, and healthcare professionals are now able to provide patient care and access to information faster than ever before. Many organizations, however, are still lagging from a technology standpoint when it comes to managing their people.