Waller
Staying connected beyond the construction site For a construction company like Waller, keeping everyone connected means bridging very different day-to-day realities. Some employees spend most of their time on site, seeing projects evolve firsthand, while others work from the office managing invoices, administration and the processes that make those projects possible. For years, Workplace had […]
Hotel Buenaventura
The challenge of communicating in a hotel that runs 24/7 In the hotel industry, operations continue long after the administrative workday ends. While some employees work during the day, others start their shifts before dawn, and many constantly rotate schedules. For Hotel Buenaventura, this dynamic made it especially difficult to ensure everyone received the same […]
Asofom
Keeping a distributed team connected across Mexico Asofom’s nationwide presence is reflected in its own team. Employees are based in cities across Mexico, with some working fully remotely and others following a hybrid schedule. As the association grew and expanded its reach, staying connected became increasingly challenging. Day-to-day communication happened through email, calls, and virtual […]
Helixx BPO
The challenge of managing HR with separate tools At Helixx BPO, flexibility is part of the way they work. The team operates under a hybrid model of four remote workdays and one day in the office, a dynamic that requires Human Resources to stay close to employees no matter where they are working. Before Humand, […]
PECOM
The challenge of connecting very different realities In an industry like energy, distance is not only geographical. Within the same organization, some people work from offices, while others are based at field sites and other locations. For PECOM, this diversity presented the challenge of delivering a consistent employee experience when people’s contexts, routines, and workplaces […]
David Sartor
When growth also requires changing the way you manage As Sartor went through a period of expansion, the Human Resources team had a clear goal: support that growth without multiplying the administrative workload. The processes were already in place and working, but many still relied on manual and operational tasks. Vacation requests were submitted by […]
Zeiss
The challenge of centralizing an operation with very different employee profiles Before Humand, much of the internal communication took place through informal channels and/or email. However, many employees work in manufacturing, logistics, and distribution and do not have permanent access to a computer or corporate email account, making it difficult to reach everyone. In addition, […]
Grupo exito
The challenge of connecting with more than 30,000 people At Grupo Éxito, operations happen in real time. In stores, employees serve customers, restock products, solve issues, and coordinate multiple tasks happening in parallel. Everything moves quickly and requires clarity, agility, and constant communication. However, reaching every person was not easy. Internal communication relied on announcements, […]
Sistemas de alimentacion
The challenge of connecting teams working far from Human Resources With employees distributed across different locations in Mexico, many of them working directly in cafeterias located inside client facilities, Sistemas de Alimentación manages a naturally decentralized operation. This structure made supporting each employee’s experience particularly complex. Many people worked far from the central team, and […]
Grupo Puebla
The challenge of migrating toward a more integrated approach As the needs of the Talent and Culture department evolved, Grupo Puebla began searching for a platform that would allow it to integrate processes that had previously been fragmented into a single channel. The goal was to centralize structural information while also bringing internal communications, employee […]