Case studies
Government, air traffic control, pharma, banking, utilities: sectors that don't buy experiments. Here is what our team shipped, and what it changed.
Many of our clients operate under NDA and cannot be named here: we list sector and country. Verifiable references are available on request during the session.
Challenge: managing complex workloads on manual, legacy processes. Solution: a native SAP HANA workload-management solution with a Fiori frontend, plus a machine learning classification engine (Python, scikit-learn) integrated into HANA.
Operating costs cut by €2.7M per year; the ML engine correctly classifies about 1 million items a day, every day.
SAP HANA Innovation 2016 — Honorable MentionChallenge: hydraulic simulation software took hours to run — too slow for public-safety decisions. Solution: digital capabilities migrated to AWS, an auto-scaling framework for the simulation software, IoT rain sensors in the field, and an AI algorithm that estimates flood data without running the full simulation.
Flood estimates delivered in time to act, on a scalable cloud platform that also runs the city's parking management.
Challenge: manual, subjective cotton inspection. Solution: computer vision for quality grading, integrated with SAP ERP Logistics, plus facial-recognition workforce authentication integrated with SAP HCM.
Objective, repeatable grading in place of manual inspection.
Challenge: paper-driven delivery processes. Solution: process digitalization with Google Workspace and a new mobile app on Google Cloud (Firebase, Angular, NativeScript).
Jobs and deliveries logged in real time from the app, instead of retyped from paper at day's end.
Challenge: migrating the organizational management and personnel administration modules of a multinational group across Italy, Spain, Portugal, Mexico, USA, Canada and China. Solution: end-to-end migrations with post-go-live data governance, payroll interfaces and automation tools for mass data loads.
Over 70,000 employees migrated; onboarding processing time cut by 80% through automation.
Challenge: transforming a luxury group's HR ecosystem from legacy SAP HR to the cloud. Solution: a global transformation to SuccessFactors (Employee Central, LMS, BTP), managing the interfaces to international payroll providers and third-party systems.
A unified cloud HR ecosystem, administered independently by the client, in operation since 2019.
Challenge: a greenfield implementation meeting some of the industry's strictest geographic, staffing and union requirements. Solution: SAP Time Management designed on standard functionality — no fragile customizations — and delivered end to end, with the client returning ten years later to evolve the solution.
Live in production, used every day to plan operational staff rosters within the sector's regulatory constraints.
Challenge: integrating newly acquired companies without stopping payroll and time management. Solution: the Italian Time Management Country Lead role alongside HR Business Partners: solution design, enhancements, migrations and acquisition integration, automating the HR team's repetitive tasks.
No operational disruption through every acquisition; a collaboration renewed across three separate periods spanning twelve years.
Challenge: giving a corporate spinoff in Indonesia its own HR processes, on an M&A timeline. Solution: HR solution designed and implemented by integrating S/4HANA with SuccessFactors and SAP Fiori.
The spinoff operational with autonomous HR and a modern, unified user experience.
Challenge: banking-specific HR requirements at one of Italy's largest banks. Solution: deep customizing and enhancements on SAP HCM (OM, PA, TM, PY), ALE/IDOC integrations and custom infotypes designed around the institution's processes.
Eight continuous years of HR system evolution, from the same team.
Challenge: heavily customized SAP landscapes that had grown expensive to maintain, and the transition to S/4. Solution: reference consulting on SAP HCM (TM, TS, PA, OM) for food, energy and utility groups: enhancements, redesigns, back-to-standard programs and Time Management redesigns from ECC to S/4HANA. On one European SAP unification program, data footprint was reduced by 70%.
Lower maintenance costs and landscapes ready for S/4.
Challenge: HR systems for first-tier public institutions, under ever-evolving regulatory constraints and volumes of hundreds of thousands of positions. Solution: greenfield S/4 implementations, evolutionary maintenance and system optimization on SAP HCM Time Management for social security, healthcare and infrastructure institutions.
Programs active in 2025-2026: public-sector trust is renewed, not won once.
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Most of these programs started with a 30-minute conversation about a process that was too slow, too manual or too expensive.
