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Swiss Re’s journey to the CloudHR Tech World Paris28 October 2015

Facts and figures about Swiss Re

Company name: Swiss Re LtdHeadquarter location: Zurich, SwitzerlandIndustry: Reinsurance/InsuranceMain products/services: Traditional reinsurance products/services for

property, casualty, life and health businesses, insurance-based corporate finance solutions

and supplementary services for comprehensive risk managementOperating countries: Present on all continentsAnnual turnover: 31.3 USD billions* (net premiums earned and fee income)# of employees: 12'224*

* as of 31 December 2014

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• Overall functional capabilities have been assessed as higher than SAP on premise with improvements of user experience which has been done bottom-up by engaging the respective topic owners

• Financial benefit calculated as significant with a breakeven after 4 years based on a substantial annual saving

• Risks have been reviewed and assessed as manageable, but required lots of change management efforts with the respective decision-makers

• Clear preference of moving to a SaaS approach and hence creating a business case

Cost was the main driver to assess alternative HR solutions confirmed by positive due diligence outcome

Received approval from Group Executive Committee to move into implementation phase>

Cloud Journey

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Cloud Journey

Outsourced Payroll Phase II

Timeline of the whole Swiss Re journey

Journey started > Aug 2012RfI concluded > Dec 2012

Due Diligence concluded > June 2013

Business Case approved > Sep 2013

Implementation started > Jan 2014

Employee Central go live > Jan 2015

Implementation concluded > Dec 2015

Outsourced Payroll implementation concluded > Jan 2018

Cloud Journey

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Moving all capabilities from SAP on-premise to the Cloud within 2 years with continuation of payroll outsourcing

Personnel Admin, Compensation,Org Management, Payroll, TalentLearning, Recruiting, Performance and Benefits

Outsourced US Benefits

Time ManagementDeferred Compensation

Reference Letter

Outsourced payroll

in 4 countries (ADP GlobalView)

Up to 2014SAP HCM on premise for all core HR capabilities >

Electronic Personnel File

Outsourced Payroll

Cloud Journey

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• Increase of payment process standardisation across the globe with the result of improved payroll governance

• Improve user experience due to mash-up capabilities enabling users to maintain payroll data primarily through Employee Central

• Reduce duplicate data entry and effort spent on system reconciliation due to advanced integration and real-time data exchange capabilities between SAP Success Factors Employee Central and ADP

• Enable global payroll reporting for 28 countries with one provider

Advanced integration of payroll with HR master data system was seen as a significant benefit

Outsourced Payroll

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India

Payroll integration as key part of solution by moving from multiple payroll vendors to one global setup

HCM

SwitzerlandGermanyUKUSAutomated

interfacesJapan

SlovakiaOthers

SingaporeMalaysia

ChinaKoreaAustraliaHong Kong

BrazilUAE

GlobalView

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Outsourced Payroll

Streamline

Various vendors

Manual exports & double-entry

GlobalView Payroll

(Switzerland …)

Various Streamline Payroll

(Japan …)

UHRA

GDMS

Employee CentralData IntegrationUI Integration (M

ash-up)

*Simplified view

Initial Integration Landscape* Future Integration Landscape*

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Key interventions with end-users:– Involved end-users in the specification and testing phase where

appropriate– Leveraged Business Sounding Board Organised local roadshows– Collected feedback through surveys– Introduced change management website

with training material, videos, FAQ etc.for employees and line managers

• Key interventions with HR community:– Bottom-up approach (e.g. due diligence)– Conducted deep dive sessions– Published monthly newsletter– Be part of projects, specification and UAT– Competition to choose the name MyHR

Change management with our stakeholders played a crucial role in delivering the project

Cloud Journey

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• Takes time to change the mind-set from “we can customise” to “we keep the standard”

• Be aware of the capability gaps, manage them pro-actively and staff up where workarounds are necessary

• Estimate required capacity conservatively, especially as the internal staff will be the bottleneck

• Data migration takes lots of time especially on historical data and special cases (e.g. international assignees)

• Complexity of integrations and dependencies requires central steering

• Involve operational staff into projects to increase acceptance after go-live

Key learnings so far from implementationCloud Journey

Still on track with business case in terms of financials and timeline!>

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Legal notice

©2015 Swiss Re. All rights reserved. You are not permitted to create any modifications or derivative works of this presentation or to use it for commercial or other public purposes without the prior written permission of Swiss Re.

The information and opinions contained in the presentation are provided as at the date of the presentation and are subject to change without notice. Although the information used was taken from reliable sources, Swiss Re does not accept any responsibility for the accuracy or comprehensiveness of the details given. All liability for the accuracy and completeness thereof or for any damage or loss resulting from the use of the information contained in this presentation is expressly excluded. Under no circumstances shall Swiss Re or its Group companies be liable for any financial or consequential loss relating to this presentation.