Wholesaler Central: Orgill HR Department Ramps Up Technology

As Orgill and its subsidiaries, Tyndale Advisors and Central Network Retail Group (CNRG), continue to grow and evolve, the human resources (HR) team is leading a major upgrade in HR technology, marking a new chapter in talent management and efficiency, designed to provide a seamless experience for employees and managers across the organization.

At the core of this transformation is a unified technology ecosystem that consolidates employee data across Orgill, Tyndale Advisors and CNRG. This centralization allows HR to make data-driven decisions aligned with broader organizational goals.

“Integrating technologies is streamlining our HR processes, optimizing employee experiences and driving greater productivity and engagement across Orgill and its subsidiaries,” says Laura Freeman, Orgill’s EVP and chief human resources officer. “This alignment with operational goals
reduces administrative burdens and enhances organizational effectiveness across the Orgill family of companies.”

Enhancing Onboarding and Management

The recruitment and onboarding processes are undergoing a significant upgrade thanks to integrations with services like e-verify and Work Opportunity Tax Credit vendors. These
advancements enable immediate processing of new hires, eliminating the delays caused by weekly imports. Employees can begin their journey at Orgill without delay, allowing HR to focus on creating a positive onboarding experience.

With the new system, employees across all companies are empowered to manage their personal information, such as updating tax elections, direct deposits and emergency contacts, directly through an easy-to-use platform. This shift reduces administrative tasks for HR and gives employees more control over their information. Managers also gain streamlined access to employee data, enabling them to make informed decisions on team structure, budget planning and upcoming talent development initiatives.

Data-Driven Decisions, Predictive Analytics

As the new system goes live, Orgill’s HR team looks forward to leveraging predictive analytics to gain deeper insights into employee performance, engagement and turnover trends. With these insights, HR leaders can make data-based decisions in areas such as promotions, training and retention strategies, ultimately increasing employee satisfaction and reducing turnover costs.

“While we’re just starting to see the advantages of our data analytics tools, we’re already developing dashboards for specific employee groups, proactive alerts and compliance reporting,”
says Orgill’s VP of HR Amy Heinz. “These tools will support a forward-thinking approach to HR data management across Orgill, Tyndale Advisors and CNRG, helping us make faster decisions and improve workforce planning.”

A Focus on Employee Engagement

With tools that allow for flexible scheduling and shift swaps, Orgill’s distribution centers and facilities at Tyndale Advisors and CNRG provide employees greater control over their work-life balance. Engagement is further enhanced through manager-employee interactions facilitated by new talent development modules. Planned “pulse surveys” will provide real-time feedback from employees, offering insights into the effectiveness of company initiatives and identifying opportunities for improvement.

“Notably, employees can access the same HR functions on their mobile devices, allowing them to manage their schedules, update personal information and search for answers to questions
on the go,” Freeman says. “This accessibility is vital in an industry like ours, where a hands-on workforce benefits from modern, user-friendly HR tools.”

Overcoming Challenges in Transition

Integrating multiple companies like Orgill, Tyndale Advisors and CNRG has required careful coordination to ensure the new system accommodates unique needs across branches. With
departments having complex reporting structures, automating access and role assignments has been challenging. The HR team has tackled these challenges by re-evaluating old practices and
finding new ways to make processes more efficient. This work is ongoing and continuously improving.

“Implementing new technology can be challenging for employees, sometimes leading to resistance,” Heinz says. “We make sure to clearly communicate the benefits, involve
employees early in training and openly address any concerns to build support and reduce their worries.”

Leveraging AI and Predictive Tools

Looking forward, Freeman says the HR team is excited to explore AI to refine recruitment strategies and job descriptions. “The evolving employee record system will begin to form the foundation for succession planning, identifying candidates for internal growth based on work history, certifications and skills,” Freeman says.