Stabilised Pavements

When Jessica Muller joined Stabilised Pavements in 2021 as a People & Learning Business Partner, ELMO had just been introduced. She was learning ELMO while training managers and simultaneously doing the work to make it usable.

“I would spend time going into folders like in our SharePoint where we had employee folders,” Jess shares. “And I would be converting that into ELMO to make sure we kind of got everything into ELMO, so it’d be the source of truth for all of the employee information.”

When Megan joined later, she quickly identified that ELMO had to become a source the business trusted,  not just a system HR used. “The system has to be correct because then everyone will trust the system,” Megan adds. “If anything is related to people, it needs to be in ELMO.”

That’s when Megan and Jess worked to reinforce new habits across the business. If there was information related to people, it needed to live in ELMO, not on a local drive or in a spreadsheet. 

“Managers used to make a file note or disciplinary record and save it on a local drive,” recalls Megan. “If that manager left the business, all that history disappeared with them. Now, we reinforce that if anything is related to people, it lives in ELMO so HR and incoming managers have full visibility from day one.”

Having a central system allowed the organisation to streamline their headcount to focus on strategic HR business partnership.  

“Before ELMO, the business had a training administrator whose role included managing the training spreadsheet and handling administration for the trainers,” shares Jess. “By automating licence renewal alerts and centralising records, that capacity has shifted toward strategic HR business partnering and closing training gaps.”

Over time, the new way of storing people’s data also transformed how managers worked and shifted the business’s mindset around people data.

Today, licences, verifications of competency, health surveillance, file notes, contracts and traditional HR data sit together in the same system. The team also worked with ELMO to add user-defined fields for industry-specific requirements, helping more information move out of spreadsheets and into each employee profile.

This has made compliance far easier to manage. Jess can now map the requirements for each role, then assign those qualifications, licences and certifications to the employee profile as soon as someone starts.

But the value wasn’t just visibility; it was making accurate information accessible at the point of decision-making. If a project needed someone qualified to operate a specific piece of plant, managers can quickly see who has the right verification, in their region or across the country.

This has also accelerated commercial tenders and bids for the business. “When our contract administrators are putting tenders together, they need to verify qualified personnel quickly,” Jess points out. “Having faster access to workforce data saves them significant time, allowing more time to focus on preparing tenders and sourcing work for the business.”

The same applies to recurring compliance obligations. Expiring licences and competencies are no longer dependent on a spreadsheet being updated correctly. Employees, supervisors and the internal trainers now receive automated notifications ahead of expiry dates.