Apps Run The World Apps Purchases

Customer	Industry	Empl.	Revenue	Country	Vendor	Application	Category	When	VAR/SI	Insight Source
Wrightbus	Manufacturing	2000	$678M	United Kingdom	Hallmark Solutions	Hallmark PAMS	Core HR	2018	n/a	In 2018, Wrightbus implemented Hallmark PAMS as its Core HR system to centralize employee records and HR administration. The deployment covered HR Office operations in Ballymena and supported HR processes for a circa 2000 employee manufacturing workforce. Hallmark PAMS became the primary application used by HR administrators to log new starter information and manage personnel files. The implementation configured Hallmark PAMS modules for employee master data, document management for personnel files, recruitment and onboarding workflows, absence management, and interfacing with time and attendance. HR staff used Hallmark PAMS to coordinate temp to perm contract conversions, perform pre employment checks including right to work verification, and capture Covid 19 self isolation questionnaires. These functional capabilities align with standard Core HR workflows for employee lifecycle management and compliance recordkeeping. Explicit integrations referenced in operational notes include a time and attendance feed labeled T&A and a payroll handoff process used to transmit new starter data and shift pattern changes to payroll. Operational collaboration was conducted through Teams, email, and phone between HR, managers, payroll and health and safety, with personnel documents organized in the HR Office and key records uploaded into Hallmark PAMS. The system also supported sourcing and recruitment activities tied to external job boards and the company careers page. Governance centered on codified HR procedures for absence, recruitment, flexible working and parental leave, with HR administrators following set workflows in Hallmark PAMS for approvals, record updates and confidential data handling including secure disposal of information. The HR Administrator role served as the primary operational owner for data entry, contract issuance coordination, and liaison with payroll, reflecting role based governance and process ownership embedded in the Hallmark PAMS Core HR deployment.
HellermannTyton UK	Manufacturing	7000	$1.9B	United Kingdom	UKG	UKG Workforce Central HR (ex Kronos Workforce HR)	Core HR	2019	n/a
	Manufacturing	1000	$365M	United Kingdom	ADP	ADP Workforce Now	Core HR	2019	n/a
	Manufacturing	3500	$521M	United Kingdom	IRIS Software	IRIS CascadeHR	Core HR	2022	n/a
	Manufacturing	1200	$329M	United Kingdom	SAP	SAP SuccessFactors Employee Central	Core HR	2022	KaarTech
	Manufacturing	1508	$819M	United Kingdom	Workday	Workday HCM	Core HR	2019	n/a
	Manufacturing	3000	$780M	United Kingdom	Sage	Sage People (based on Salesforce Platform)	Core HR	2022	n/a
	Manufacturing	1100	$247M	United Kingdom	IRIS Software	IRIS CascadeHR	Core HR	2017	n/a
	Manufacturing	25000	$5.7B	United Kingdom	Oracle	Oracle Cloud HCM	Core HR	2019	Tata Consultancy Services (TCS)
	Manufacturing	1500	$390M	United Kingdom	Zellis	Zellis ResourceLink HR	Core HR	2017	n/a

Logo

Customer

Industry

Empl.

Revenue

Country

Vendor

Application

Category

When

VAR/SI

Insight

Insight Source

Wrightbus

Manufacturing

2000

$678M

United Kingdom

Hallmark Solutions

Hallmark PAMS

Core HR

2018

n/a

In 2018, Wrightbus implemented Hallmark PAMS as its Core HR system to centralize employee records and HR administration. The deployment covered HR Office operations in Ballymena and supported HR processes for a circa 2000 employee manufacturing workforce. Hallmark PAMS became the primary application used by HR administrators to log new starter information and manage personnel files. The implementation configured Hallmark PAMS modules for employee master data, document management for personnel files, recruitment and onboarding workflows, absence management, and interfacing with time and attendance. HR staff used Hallmark PAMS to coordinate temp to perm contract conversions, perform pre employment checks including right to work verification, and capture Covid 19 self isolation questionnaires. These functional capabilities align with standard Core HR workflows for employee lifecycle management and compliance recordkeeping. Explicit integrations referenced in operational notes include a time and attendance feed labeled T&A and a payroll handoff process used to transmit new starter data and shift pattern changes to payroll. Operational collaboration was conducted through Teams, email, and phone between HR, managers, payroll and health and safety, with personnel documents organized in the HR Office and key records uploaded into Hallmark PAMS. The system also supported sourcing and recruitment activities tied to external job boards and the company careers page. Governance centered on codified HR procedures for absence, recruitment, flexible working and parental leave, with HR administrators following set workflows in Hallmark PAMS for approvals, record updates and confidential data handling including secure disposal of information. The HR Administrator role served as the primary operational owner for data entry, contract issuance coordination, and liaison with payroll, reflecting role based governance and process ownership embedded in the Hallmark PAMS Core HR deployment.