Before Humand, NIK Group‘s internal operations ran on a patchwork of platforms. Onboarding lived in one tool, and asset tracking in another one. Training was split across two separate systems. Internal communication and information sharing happened on yet another platform. Every single tool required a different login, and there was no central place to find anything.
Time off was no exception. Employees needed a fast, simple way to request time off and home office, while managers needed visibility across the team. And for HR, juggling payroll reporting across multiple countries and providers made the lack of a unified system a recurring operational challenge.
The complexity was amplified by the reality of operating across multiple countries and languages. Keeping teams in Bulgaria, Romania, South Africa, Spain, and Portugal aligned, informed, and connected was not just a logistics challenge but a communication one. An internal HR survey made the stakes even clearer: communication and recognition had scored poorly across the organization. Something needed to change.
When one of those platforms announced it was shutting down, NIK used the disruption as a springboard for transformation: a chance to step back, rethink its entire internal ecosystem, and ask a bigger question. Instead of patching the gap, could they finally consolidate everything into one platform that worked for every team, every country, and every language?
The requirements for the new platform were clear from the start: consolidate as many tools as possible, feel intuitive to employees across every market and language, reflect their identity, and include a recognition feature. After evaluating the options available, Humand stood out as the option best suited to meet NIK’s scale and ambition. The introduction was facilitated by WorkVibes, a local HR partner.
"We also made it look like ours. Everything reflects NIK's brand identity, which was very important to us. That kind of personalization is something we could not get before."
Today, Humand is central to how NIK operates day to day, across every market and language where team members work:
The implementation was ambitious and fast-moving. NIK had a deliberate strategy from the start: launch as many modules as possible from day one. A platform that only replaced one tool would only be relevant to a fraction of the team. To drive real adoption across the organization, it had to deliver value across the board from day one.
The Humand team stayed close throughout, responding quickly and keeping the process on track. Regular check-ins kept everyone accountable and prepared. An unexpected benefit also emerged along the way: the process of building out the Knowledge Library prompted a full audit of internal content, updating information that had been sitting untouched for years and turning the migration into an organizational improvement in its own right.
Want to know more about NIK’s journey? We recently hosted a HuTalk session where NIK’s Mariyana Vucheva delved into how to build a more connected workplace while improving internal communication. Watch the full webinar here.
