Building a connected, people-first ALS: How ALS is transforming HR with Workday and Strada

An interview with Mark Zorbas, Chief People Officer, ALS by Diego Serna Neira

ALS Global is a company, operating in over 70 countries with more than 22,000 employees. Known for its scientific rigor and data-driven services, ALS faced a growing challenge: fragmented HR systems, inconsistent processes, and limited visibility across its global workforce.

To address this, ALS embarked on a transformation journey with Workday HCM and implementation partner Strada, rolling out core modules including Core HCM, Compensation, Talent, Recruitment, and Integrations across 23 countries in Phase 1.

“This transformation is a major step for ALS. With Workday and Strada as partners, we now have a global HR platform that connects more than 12,000 employees across 23 countries. It gives our people simpler tools, real-time insights, and a stronger foundation for growth.”

Mark Zorbas Chief People Officer, ALS

Why a global HR system was non-negotiable

ALS is a data-driven company at its core, but when it came to people data, the organization faced significant gaps. Fragmented systems and inconsistent processes across its global footprint made it difficult to access reliable workforce insights. Recognizing this, ALS prioritized the implementation of a global HR platform to establish minimum standards, drive consistency, and support its broader AI-driven strategy.

Drawing on lessons from earlier system challenges, ALS selected Workday, committing to delivering Phase 1 on time and under budget – a promise they kept.

Keeping it simple and pragmatic

ALS approached the Workday rollout with a clear philosophy to start simple, stay focused, and build momentum over time. The team deliberately launched with foundational capabilities, prioritizing adoption and data integrity over flashy features. Rather than aiming for instant transformation, ALS is measuring success over the long term, envisioning a future where Workday becomes so embedded in daily operations that it’s hard to imagine how the company functioned without it.

To achieve their goals, Strada supported ALS with change management, test management, and data conversion. The partnership was pragmatic and collaborative, with a shared focus on driving user adoption, improving data integrity, and laying the foundation for long-term success.

Managing change in a complex, global organization

Rolling out Workday across 23 countries meant dealing with language barriers, time zone challenges, and diverse HR processes across regions. ALS’ internal team remained consistent throughout the project, while Strada adapted resources to meet regional needs.

For ALS, change management wasn’t just a checkbox, it was a critical success factor. With operations in over 70 countries and HR processes at varied levels, the organization needed a thoughtful approach to guide employees through the transition.

Initially, ALS planned to keep change management light and realistic, focusing on just-in-time training and empowering local champions. As ALS approached go-live, Strada provided ALS additional change management support, helping guide communication, training, and stakeholder engagement through the final stretch of the rollout.

The approach was deliberately simple: avoid over-orchestration, minimize noise, and focus on adoption.

This strategy paid off. ALS avoided the common pitfalls of over-communicating and over-training, instead fostering an accountable mindset where employees took ownership of learning and adapting to the new system. Mark Zorbas encouraged this by keeping change management lean and focused on just-in-time training. Rather than overwhelming teams with materials weeks in advance, ALS relied on confident champions and real-time support, empowering employees to step up, learn by doing, and build procedural knowledge through experience.

“We didn’t over-engineer change. We kept it simple, trusted our people to step up, and focused on getting the basics right. That’s how you build real ownership.”

Mark Zorbas Chief People Officer, ALS

ALS’ success in change management came from balancing structure with simplicity and having the right partner to support deliver its vision for a consistent, HR platform.

Early impact and what’s next

Two months post go-live, ALS is seeing early wins:

• Managers have real-time access to team data, compensation history, and org charts
• HR is using Workday as the single source of truth for workforce planning
• Reporting is more accurate and aligned with ESG and compliance needs

But Mark is clear: the real value will come over time, as ALS expands functionality, optimizes processes, and rolls out Phase 2 to 46 more countries in July 2026.

“We’re building a consistent global experience not just for employees, but for future talent. It’s about shaping culture, not just implementing a system.”

Mark Zorbas Chief People Officer, ALS

Advice for others on the same journey

Mark’s advice is simple and powerful:

“Keep it simple. Keep expectations low. Focus on adoption first, then optimize. Don’t oversell the system, let people experience the value over time.”