List of Fusion5 Jemini People Analytics Customers
Sydney, 2000, NSW,
Australia
Since 2010, our global team of researchers has been studying Fusion5 Jemini People Analytics customers around the world, aggregating massive amounts of data points that form the basis of our forecast assumptions and perhaps the rise and fall of certain vendors and their products on a quarterly basis.
Each quarter our research team identifies companies that have purchased Fusion5 Jemini People Analytics for Workforce Analytics from public (Press Releases, Customer References, Testimonials, Case Studies and Success Stories) and proprietary sources, including the customer size, industry, location, implementation status, partner involvement, LOB Key Stakeholders and related IT decision-makers contact details.
Companies using Fusion5 Jemini People Analytics for Workforce Analytics include: New Zealand Parliament, a New Zealand based Government organisation with 700 employees and revenues of $170.0 million, Fusion5 New Zealand, a New Zealand based Professional Services organisation with 300 employees and revenues of $50.0 million, New Zealand Qualifications Authority, a New Zealand based Government organisation with 450 employees and revenues of $50.0 million and many others.
Contact us if you need a completed and verified list of companies using Fusion5 Jemini People Analytics, including the breakdown by industry (21 Verticals), Geography (Region, Country, State, City), Company Size (Revenue, Employees, Asset) and related IT Decision Makers, Key Stakeholders, business and technology executives responsible for the software purchases.
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| Logo | Customer | Industry | Empl. | Revenue | Country | Vendor | Application | Category | When | SI | Insight | Insight Source |
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Fusion5 New Zealand | Professional Services | 300 | $50M | New Zealand | Fusion5 | Fusion5 Jemini People Analytics | Workforce Analytics | 2019 | n/a | In 2019, Fusion5 New Zealand implemented Fusion5 Jemini People Analytics as a Workforce Analytics solution to run an Employee Development Programme and modernise performance and career planning across its New Zealand and Australian workforce. The deployment targeted the company’s regional employee population and aligned people analytics with talent and retention priorities. Fusion5 Jemini People Analytics was configured to support the Employee Development Programme and core performance management workflows, including career planning modules and development plan tracking. The implementation leveraged Jemini’s embedded Power BI analytics to deliver dashboards and reports that track EDP progress and surface people analytics to HR and line managers. Operational coverage included HR, talent and line management functions across New Zealand and Australia, providing centralized reporting and visibility into development plan completion and performance calibration. Role based access to analytics and scheduled reporting were used to embed people insights into regular review and coaching workflows. Governance and process changes accompanied the rollout to standardize performance and career planning and to institutionalize EDP tracking within HR operations. Fusion5 reports a downward trend in attrition since the 2019 implementation, recorded as an observed outcome following the Jemini deployment. | |
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New Zealand Parliament | Government | 700 | $170M | New Zealand | Fusion5 | Fusion5 Jemini People Analytics | Workforce Analytics | 2022 | n/a | In 2022 New Zealand Parliament implemented Fusion5 Jemini People Analytics, a Workforce Analytics application, following procurement activity that began in late 2021. The Parliamentary Service selected the application to provide core HR and payroll across its six pay entities, with an explicit aim to create a single source of truth for employee and payroll data. The implementation centered on core HR and payroll configuration, including multi entity payroll processing and employee master data consolidation, with Jemini People Analytics providing workforce reporting and analytics capabilities. Subsequent workstreams are planned for onboarding, offboarding and performance management, and module usage for these processes is inferred from the vendor announcement. Operational coverage is focused on the Parliamentary Service and its six distinct pay entities, impacting HR administration and payroll operations across the organisation. Governance emphasis is on consolidation of employee records and payroll reconciliation workflows to support a centralized data model, with phased rollout sequencing indicated by the procurement and planned follow on modules. | |
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New Zealand Qualifications Authority | Government | 450 | $50M | New Zealand | Fusion5 | Fusion5 Jemini People Analytics | Workforce Analytics | 2022 | n/a | In 2022, New Zealand Qualifications Authority selected Fusion5 Jemini People Analytics for a multi‑module HR and payroll modernization program. The project began in September 2022 to replace its end of life PSE Ascender payroll, and payroll and core HR capability was scoped to go live in mid 2023, with a specific requirement to scale for large seasonal examination staffing. This implementation is categorized under Workforce Analytics and centers on consolidating payroll and core HR operational data to enable analytics driven workforce decision making. Fusion5 Jemini People Analytics was configured to deliver core payroll and core HR functionality alongside people analytics capabilities. The implementation plan included payroll processing, employee records and core HR configuration, with onboarding and performance management modules planned for iterative adoption in subsequent waves. The narrative restates Fusion5 Jemini People Analytics as the central application delivering both transactional HR processing and Workforce Analytics reporting. Integrations were scoped to unify payroll and HR transactional feeds into the people analytics layer, enabling headcount, payroll cost and seasonal staffing visibility across the organisation. Operational coverage focused on NZQA HR and payroll operations, and the seasonal examination staffing function that drives peak payroll complexity. No third party implementation partner was specified in the announced scope. Governance and rollout used a phased approach, with payroll and core HR prioritized for initial go live in mid 2023, followed by iterative onboarding and performance management deployments. The program required HR process standardization to support the consolidated payroll and analytics model, and planned module sequencing to limit disruption during peak examination periods. |
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