List of In-House HCM Customers
APPS RUN THE WORLD
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United States
Pleasanton, 94566 , FL,
United States
1 305-256-3311
Professional Services
100
$5M
Since 2010, our global team of researchers has been studying In-House HCM 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 In-House HCM for Core HR 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 In-House HCM for Core HR include: Orient Overseas Container Line, a Hong Kong based Transportation organisation with 11656 employees and revenues of $10.70 billion, Winsupply, a United States based Retail organisation with 8500 employees and revenues of $7.40 billion, East Penn Manufacturing, a United States based Manufacturing organisation with 10000 employees and revenues of $3.20 billion, UCO Bank, a India based Banking and Financial Services organisation with 21698 employees and revenues of $2.50 billion, Medpace, a United States based Healthcare organisation with 5900 employees and revenues of $1.89 billion and many others.
Contact us if you need a completed and verified list of companies using In-House HCM, 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 HCM software purchases.
The In-House HCM customer wins are being incorporated in our Enterprise Applications Buyer Insight and Technographics Customer Database which has over 100 data fields that detail company usage of HCM software systems and their digital transformation initiatives. Apps Run The World wants to become your No. 1 technographic data source!
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| Logo | Customer | Industry | Empl. | Revenue | Country | Vendor | Application | Category | When | SI | Insight |
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Alaris Health | Healthcare | 1000 | $200M | United States | In-House Applications | In-House HCM | Core HR | 2014 | n/a |
In 2014, Alaris Health implemented an In-House HCM as a web-based Core HR application for its United States operations supporting roughly 1,000 employees. The In-House HCM served as the primary Core HR system, consolidating employee master records and transactional HR administration across HR and related business functions.
The implementation covered the full delivery lifecycle, translating business requirements into detailed functional documentation and use cases, through coding, iterative prototype development, and formal testing. Configuration focused on Core HR capabilities including employee master data, organizational management, personnel actions and lifecycle events, employee self-service workflows, role based access controls, configurable business rules, and operational reporting.
Governance and rollout used a stakeholder driven approach with facilitated sessions across HR and executive stakeholders, prototype demonstrations to executive management, scripted test cycles, and training for HR administrators and end users. Project artifacts included functional specifications, test plans, training materials, and delivered prototypes that supported handoff to operational support for the In-House HCM.
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Armstrong Flooring | Distribution | 1568 | $160M | United States | In-House Applications | In-House HCM | Core HR | 2018 | n/a |
In 2018, Armstrong Flooring implemented an In-House HCM as its Core HR solution, establishing a project to redesign the HR intranet and consolidate HR content. The initiative was led by an internal team that designed the new HR SharePoint site architecture, covering development and ongoing administration, with a focus on supporting the companys HR organization and the broader employee population of approximately 1,568 staff in the United States.
The implementation centered on a redesigned HR SharePoint site that formalized content organization, document management and administrative controls for HR policy, benefits and employee communications. Work included information architecture, site development, permission models and administration processes to govern content lifecycles and ensure consistent end user experiences across the intranet.
Project execution emphasized stakeholder collaboration, incorporating feedback from HR leaders and end users to refine navigation and usability. The team was also responsible for administering the removal of legacy AWI SharePoint content, coordinating content cleanup and decommissioning tasks as part of the intranet rollout and ongoing site governance.
Governance was structured around SharePoint administration and HR content ownership, with process changes to support site maintenance, content approvals and user support workflows. The In-House HCM and the new HR SharePoint site were presented as the primary Core HR touchpoints for HR services, documentation and internal communications.
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AUB Group | Insurance | 3100 | $214M | Australia | In-House Applications | In-House HCM | Core HR | 2015 | n/a |
In 2015, AUB Group implemented an In-House HCM as its Core HR application. The deployment was driven by the Business Technology team in Sydney, a five person team that provides technology support to AUB Group's broker and underwriting network of nearly 50 businesses across Australia and New Zealand.
The In-House HCM implementation emphasized Core HR capabilities including employee master data, organizational structure and position management, performance management, and compliance recordkeeping. Functional deliverables produced by the program included detailed requirements specifications, user manuals and templates, and comprehensive test scenarios to validate both functional and non-functional requirements.
The rollout aligned HR process redesign with the internal Compliance Framework and was executed alongside existing broking systems such as CBS, Winbeat, eGlobal, and product platforms including L360 Sura Commercial and Placements to support HR workflows for brokers and underwriters. Collaboration across product managers, underwriters, brokers, vendors and development teams established requirements traceability between HR processes and the broader technology estate.
Governance and delivery followed Agile project management with JIRA, with a Senior Business Analyst leading requirements elicitation, current and target process modeling for HR and the Compliance Framework, and authoring user acceptance test plans to secure end user sign-off. The Senior Business Analyst also managed root cause analysis for business as usual issues and coordinated defect remediation with development prior to releases.
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Boldare | Professional Services | 220 | $25M | Poland | In-House Applications | In-House HCM | Core HR | 2018 | n/a |
Boldare implemented an In-House HCM in 2018 to codify a non-managerial salary process consistent with its holacratic operating model. The In-House HCM, operating as a Core HR platform, centralizes compensation rules, assessment workflows, and salary range management for Boldare's approximately 220 employees in Poland. Boldare In-House HCM Core HR supports compensation and performance evaluation business functions across self-organizing scrum teams and a dedicated Salary Team.
The In-House HCM was configured around a salary algorithm that combines employee self-assessment, team evaluation via structured questionnaires, and optional expert technical reviews. Functional modules implemented include competence and specialization scoring, configurable weightings per team, a questionnaire engine for peer assessments, a workshop and guidance module for Salary Team facilitation, and a salary range management component to enforce market-aligned ceilings. The system also captures individual development goals linked to assessment outputs to inform future compensation cycles.
The deployment was executed as an in-house standalone application designed to collect and persist assessment data, anonymous survey feedback, and salary decision records without reliance on third party HR platforms. Operational coverage includes periodic salary verification for all employees at least annually, onboarding salary checks three to six months into a role, and team-level review sessions where results are discussed. Primary actors documented in the workflow are employees, scrum teams, the Salary Team, and a designated Salary Partner who runs the process.
Governance was formalized in the In-House HCM through role-based workflows, an independent Salary Team to ensure objectivity, and mandatory team workshops before each pay cycle to educate evaluators on criteria and scales. The system was explicitly designed to increase transparency by exposing salary ranges, decision rules, and company financial context to employees, and it records feedback loops for iterative improvement of the process. Employee survey data captured by the program reported that 85 percent of respondents viewed team evaluation as motivating, 61 percent noted greater team engagement, and 56 percent felt their actions impacted team outcomes, reinforcing the social and governance rationale embedded in the In-House HCM.
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City of Niagara Falls, NY | Government | 500 | $90M | United States | In-House Applications | In-House HCM | Core HR | 2015 | n/a |
In 2015, the City of Niagara Falls, NY implemented an In-House HCM to deliver Core HR capabilities. The decision followed an absence of a formal HRIS and no engagement of vendor HR consulting, so the municipal HR function and IT developed and operated the system internally.
The In-House HCM centralizes employee master data and standard Core HR functional workflows such as employee record management, position control, benefits administration, onboarding workflows, absence and leave tracking, and configurable reporting for compliance. Configuration emphasized role based security and audit trails to meet public sector recordkeeping requirements. Automation of routine HR processes was implemented through workflow rules and form driven approvals.
The application was structured as a centralized municipal system to maintain a single source of truth for approximately 500 city employees across departments, supporting HR and payroll related business functions. Data exchange was provisioned using scheduled file exports and secure APIs for downstream payroll or benefits feeds, and reporting extracts were used for regulatory and financial reconciliation. The design intentionally separated HR master data from transactional payroll processing to retain administrative control within city IT and HR.
Operational governance remained internal, with municipal HR owning configuration and HR policy mapping, and city IT responsible for maintenance, backups, and security controls. No external system integrator or HR consulting firm was engaged in the implementation or ongoing administration of the In-House HCM.
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Distribution | 4300 | $600M | United States | In-House Applications | In-House HCM | Core HR | 2016 | n/a |
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Government | 1798 | $254M | Australia | In-House Applications | In-House HCM | Core HR | 2013 | n/a |
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Non Profit | 100 | $10M | United States | In-House Applications | In-House HCM | Core HR | 2014 | n/a |
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Manufacturing | 10000 | $3.2B | United States | In-House Applications | In-House HCM | Core HR | 1998 | n/a |
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Banking and Financial Services | 400 | $80M | Singapore | In-House Applications | In-House HCM | Core HR | 2013 | n/a |
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Buyer Intent: Companies Evaluating In-House HCM
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| Logo | Company | Industry | Employees | Revenue | Country | Evaluated | ||
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FAQ - APPS RUN THE WORLD In-House HCM Coverage
In-House HCM is a Core HR solution from In-House Applications.
Companies worldwide use In-House HCM, from small firms to large enterprises across 21+ industries.
Organizations such as Orient Overseas Container Line, Winsupply, East Penn Manufacturing, UCO Bank and Medpace are recorded users of
In-House HCM for Core HR.
Companies using In-House HCM are most concentrated in Transportation, Retail and Manufacturing, with adoption spanning over 21 industries.
Companies using In-House HCM are most concentrated in Hong Kong, United States and India, with adoption tracked across 195 countries worldwide. This global distribution highlights the popularity of In-House HCM across Americas, EMEA, and APAC.
Companies using In-House HCM range from small businesses with 0-100 employees - 3.45%, to mid-sized firms with 101-1,000 employees - 27.59%, large organizations with 1,001-10,000 employees - 62.07%, and global enterprises with 10,000+ employees - 6.9%.
Customers of In-House HCM include firms across all revenue levels — from $0-100M, to $101M-$1B, $1B-$10B, and $10B+ global corporations.
Contact APPS RUN THE WORLD to access the full verified In-House HCM customer database with detailed Firmographics such as industry, geography, revenue, and employee breakdowns as well as key decision makers in charge of Core HR.