ADM’s phased HR transformation with SAP SuccessFactors and Strada

Interview with Dave Nelson, Global Process Owner & Technology Lead, HR at Archer Daniels Midland (ADM) by Lynn Morgan

ADM is a Fortune 50 company and global leader in innovative solutions from nature, transforming crops into food, feed and fuel.  It is also transforming its HR and payroll operations across 73 countries.

From complexity to clarity: ADM’s HR transformation journey

ADM deployed SAP SuccessFactors Employee Central globally as a minimum viable product (MVP) to support its S/4HANA transformation. This foundational rollout introduced global process consistency, controls, and self-service capabilities, setting the stage for optimization as well as future transformation.

“SAP offered a future-ready platform and in Strada we found a partner who has truly listened.”

Dave Nelson Global Process Owner & Technology Lead, HR

Facing the legacy: Why transformation was urgent

ADM’s legacy payroll system in the U.S. and Canada was over 45 years old, custom-built, increasingly complex, and had become unsustainable. As key personnel retired and the risk of system failure grew, it became clear that maintaining the status quo was no longer viable. The company needed a scalable, secure, and future-ready platform to support its 19,000 strong workforce.

The shift to SAP SuccessFactors Employee Central Payroll (ECP) and SAP Time & Attendance Management by Workforce Software was not merely a technology upgrade. It was a strategic move to reduce operational risk, streamline processes, and enhance the employee experience.

Phased transformation with global impact

ADM’s transformation is deliberately phased, beginning with the U.S. and Canada. This approach allows the organization to prove value early, refine processes, and build scalable foundations for future rollouts. Rather than opting for a “big bang” implementation, ADM is taking a strategic, step-by-step path that aligns with its culture of thoughtful investment and operational excellence.

This phased model enables ADM to address immediate operational challenges while laying the groundwork for broader transformation. Each phase is designed not only to solve current pain points but also to create reusable frameworks and learnings that can be applied across its 73-country footprint.

Strada’s role: Listening, understanding, delivering

To navigate this complex journey, ADM partnered with Strada, a firm known for its deep operational expertise and collaborative approach. Strada’s ability to understand ADM’s legacy environment, anticipate challenges, and co-create solutions has been instrumental in defining a transformation roadmap that’s both ambitious and achievable.

Strada’s involvement goes beyond implementation. As a strategic operating partner, they are helping ADM transform their employee experience, prepare for long-term service delivery and reduce operational risk. Strada’s experience running payroll and time systems for other global clients gives ADM confidence not only in the deployment but also in the sustainability of the new model.

Together, ADM and Strada are laying strong foundations for a future-ready HR and payroll ecosystem, one that balances innovation with operational reliability, and global consistency with local relevance.

Building lean, scaling smart: ADM’s transformation philosophy

ADM’s transformation journey is deeply rooted in its culture—deliberate, pragmatic, and value-driven. Rather than rushing into a sweeping overhaul, ADM prioritized foundational improvements and phased execution. This lean approach allows the organization to validate outcomes, refine processes, and scale with confidence.

Early decisions, such as a ‘minimum viable product’ initial deployment of Employee Central highlighted the importance of investing in change management and process design from the outset. These lessons are now guiding future phases, including payroll and job architecture, as ADM revisits its foundations to ensure long-term scalability.

“SAP and Strada are helping us define and implement a transformation strategy that builds incrementally, improves continuously, and stays true to ADM’s culture of thoughtful investment and operational excellence .”

Dave Nelson Global Process Owner & Technology Lead, HR

Advice for organizations on a similar HR transformation path

1) Know your culture—and build around it.

Transformation must align with how your organization makes decisions and invests in change.

2) Build on solid foundations

You can achieve the simplest design and best user experience if you are clear on your global HR data requirements and can standardize your service delivery model.

3) Choose partners who listen and guide.

Find collaborators who understand your complexity, anticipate compliance and technical challenges, and adapt as your needs evolve.

4) Prove value, then scale.

A phased approach allows for learning, refinement, and sustainable growth.

“Transformation isn’t just about technology—it’s about people, process, and purpose. Be deliberate, be honest about your challenges, and build a roadmap that reflects your reality.”