Campbell Soup Company

This summer I worked as an HR Technology Intern at Campbell Soup Company. It was a great time for me to begin because Campbell’s had started implementation for Workday. I also had the experience of working with numerous different subsections of HR such as: compensation, recruiting, learning management, talent management, reporting, and data.  This summer I learned valuable skills and had the experience of working with an incredible organization. I am very excited to continue my role in HR technology this coming semester as a temporary employee on the Workday project.

Workday is a leading SaaS (Software as a Service) that supports Financial and HR management systems. Workday’s innovative functionality stays on track with the latest technologies. It enables self-service within organizations through the ease-of-use and simplified processes. Workday’s state-of-the art flexibility and efficient transitional ability allows any organization to support growth opportunities, while still fitting its internal strategies.

• Campbell’s found that Workday was the best technology solution for its organizational strategy and for closing functionality gaps. This summer I had the opportunity to work on Campbell’s HR technology team, who ultimately leads Project Power (Workday Project). My team’s main priority is to work with our consultants Collaborative solutions, to ensure a successful implementation of the Project.
• When I first came to Campbell’s I had to do a lot of research on Workday. I watched numerous training videos and read pages of documentation. I also had the experience of using our consultants first prototype of the software. After learning about the technology and its functionality I sat in on design sessions with my team, HR representatives, and Collaborative Solutions. The design sessions consisted of numerous business requirements that had to be translated into Workday. Our consultants led the sessions with input from the technical side (HR technology) and business owner side (Core HR representatives). Together we made critical decisions about which capabilities of Workday would be utilized and which capabilities we still needed to incorporate.
• After the design sessions my team had to begin working on the numerous processes that would be built into Phase 1 of the project. My role in the project was data conversion from our current HR systems into Workday. I also took a lead on a minor integration and hope that during my time here I will be able to take on more.

HR Technology

As a part of the HR Technology team, I am required to work as a HR Analyst. I work with numerous systems within HR that are used by the entire organization. The three systems that I worked with most in depth are CompOnline, People Soft, and TalentLink.

• CompOnline –  My teammate and I took the lead in the running the testing platform for compensation online. CompOnline is used globally to decide employee salary bonuses based on performance ratings. It also runs a variety of reports and produces organizational structures based on Managers Hierarchies, Salary Grades, and functions. I was a lead tester on the site and chose other important testers depending on regions, brands, and functions. The system went live this July and I have been working with the compensation team to pull reports and create formulas for calculations.
• People Soft- People soft is our current HR management system. It keeps track of all employee information and provides the ability to hire, fire, change grade, change position, etc. My team works as the system admin for People Soft by solving any issues that arise in the system. We also are responsible for pulling a variety of reports to provide meaningful analytics to the organization. I work a lot with People Soft ,especially to solve issues and build queries for reporting. For the Workday project a large amount of the data I convert is stored in this system.
• TalentLink- TalentLink is our online talent management system. It allows managers and employees to enter performance ratings, decide potential, and set objectives for themselves. It also provides employees with training plans related to their job function or organization as a whole. I’ve done a lot of testing in the Talent Link systems and have created navigation documentation. I also worked as an aid to help users with any technical issues they were having with the system.  I also pull daily reports to check on performance rating or training statuses of employees. My biggest role in the Workday project is the Talent Data. It is my responsibility to pull the necessary reports, convert them, and clean them so they can be successfully transitioned into Workday.

I have learned so much at Campbell’s during my internship experience. I cannot wait to learn more as an HR  analyst and as a key member of the Workday implementation.