Christina Yue, Customer Learning Manager |

With a team of 3,900 employees operating throughout the U.S. and Canada, Overhead Door Corporation manufactures doors for residential, commercial, industrial, and transportation applications.

Overhead Door operates a full Oracle shop with on-premise solutions. The HR team runs seven separate benefit programs for core, retail, and five unions throughout the company. Included in these programs are 17 benefit plans in 38 different states.

The Strategy

The HRIS strategy for Overhead Door is “one source of truth.” With this in mind, team leaders sought out a fully integrated, one-stop shop for employees, managers, and executives. Their goals for HCM included:

• Have a modern, up to date HRIS
• Offer ESS and MSS
• Provide online enrollment
• Get away from paper forms
• Qualified Life Event changes
• Annual enrollment online
• Instant benefit confirmation
• Metrics, reports, dashboards
• Go live with no impact on employees

The Approach

As implementation began, they followed a crawl-walk-run pace for benefits enrollment, auditing & reporting, interfaces, and vendor partnerships. The Overhead Door old-school approach included an eight-week long annual enrollment with paper enrollment forms, individual life and disability rate calculation forms, EOIs, three to four-week-long confirmations, monthly new hire, and life events inconsistency.

Today, Overhead Door boasts a 2-week long online annual enrollment including minimal paper forms, an EOI online link, instant confirmation, Employee Self-Service for New Hires and Life Events, and efficiencies and cross-plan validations.

As the HR team analyzed the time savings resulting from the new system, they realized they were recovering 1,040 hours of time formerly spent managing the old-school processes. Today, they are taking advantage of these hours by being more strategic in 1) improving the wellness program, 2) tweaking the onboarding experience, and 3) increasing employee communications and engagement.

The Transition

To encourage others in their transition to a better HR, the Overhead Door team recommends abandoning the “the way we’ve always done things” manner of thinking and instead of remaining open to a newer, cloud-based technology.

Additionally, teams should schedule a regular cadence of updates, patches, enhancements, and maintenance. Lastly, HR leaders should seek paperless processes and eliminate the use of Word docs and Excel docs with employees.

According to the implementation team, maximizing success also requires a close relationship with Oracle. This takes place when you:

• Treat Oracle as a strategic partner and not a tactical supplier
• Cultivate a CSM relationship
• Attend Open World and HCM World
• Treat Oracle as an extension of your team
• Actively engage in community

As Overhead Door continues to optimize their MyHR system, they are staying aware of resources like online HELP topics, online Documentation Guide and Video, Customer Connect, My Oracle Support, Oracle Learning Library, Future Enhancements, and Idea Lab.

To learn more about Overhead Door’s HR goals, Oracle relationships, and strategy for the future, click here.

Additional Resources