LRS, a waste and recycling company with more than 50 sites, adopted ADP Lyric HCM after rapid acquisition growth exposed the limits of its paper-based HR processes. ADP unified hiring, onboarding, workforce management and payroll in a single system and extended access through mobile tools for field managers. The company reported that new acquisitions could be integrated within 30 days, onboarding time fell from 10 days to six, frontline turnover dropped by almost 12% year over year, overtime decreased by 18%, and audit preparation time declined by 60%.
Our goal is to grow by 8.6% next year. From a revenue standpoint, the industry average is somewhere between 4.5% to 5.5%, so we’re almost doubling the growth trajectory of the industry, and we can’t do that if we don’t have a strong human capital management system. As we acquire, win new work and bring people into the organization, ADP will certainly help us do that.
Matt Spencer,
Chief Executive Officer
LRS
| Challenge | ADP Capability | What We Did | Result |
|---|---|---|---|
| Manual, paper-based HCM workflows made onboarding, documentation, employee management and acquisition integration inefficient. | ADP Lyric HCM | Implemented ADP Lyric HCM as a unified HCM system for hiring, onboarding, workforce management, payroll and other key functions, with configurable workflows and a single source of truth for workforce data. | LRS gained a unified workforce data source and could fully integrate new acquisitions within 30 days. |
| A majority field workforce without computer access limited manager visibility and slowed onboarding. | ADP Lyric HCM | Used the ADP Lyric HCM mobile app to give managers on-the-go access to open requisitions and timecards and used mobile onboarding to replace paper forms. | Managers gained mobile access to workforce tasks, paper forms were eliminated, and onboarding time dropped from 10 days to six, a 40% reduction. |
| High frontline turnover, reactive hiring and limited internal career visibility were driving recruiting and training costs. | ADP Lyric HCM | Used position management, salary benchmarking, real-time dashboards and internal career visibility features in Lyric to support strategic workforce planning and retention. | Turnover among frontline employees fell by almost 12% year over year, saving LRS close to $750,000 annually in recruiting and training costs. |
| Limited workforce visibility made it hard to forecast staffing needs accurately and avoid costly hiring mistakes during growth. | ADP Lyric HCM | Used position management, salary benchmarking and real-time dashboards to align hiring with forecasted needs and budget labor costs for existing properties and acquisitions. | LRS gained visibility into workforce needs, which prevented overstaffing and reduced the risk of future workforce reductions. |
| A complex labor environment and strict Department of Transportation overtime rules required closer staffing oversight to control overtime and compliance risk. | ADP Lyric HCM | Used the mobile app for real-time access to timecards and schedules so managers could proactively monitor hours and adjust staffing. | LRS reduced overtime by 18% while strengthening service reliability and minimizing compliance risk. |
| Decentralized paper records across multiple locations made audit response and compliance management difficult. | ADP Lyric HCM | Centralized documents in a single streamlined system, replacing paper records stored separately across locations. | Audit preparation time dropped by 60%, compliance tracking improved, and paper files were eliminated to support sustainability goals. |
How can a fast-growing company replace paper-based HR processes across multiple locations?
A fast-growing company can replace paper-based HR processes by consolidating hiring, onboarding, workforce management and payroll into one system that gives every location access to the same data. LRS did this with ADP Lyric HCM after manual workflows for onboarding, documentation and employee management became difficult to scale across more than 50 sites. The unified system gave leaders a single source of truth for workforce data and supported the integration of new acquisitions within 30 days. For multi-site employers, centralizing these core workflows reduces administrative friction and creates a stronger operating foundation for growth.
How does a unified HCM platform help integrate acquisitions faster?
A unified HCM platform helps integrate acquisitions faster by standardizing hiring, onboarding, payroll and workforce data in one environment instead of relying on disconnected local processes. At LRS, ADP Lyric HCM combined those key functions into a single system with configurable workflows and a shared data foundation. The company stated that the approach enabled newly acquired operations to be fully integrated within 30 days. For acquisition-focused businesses, that kind of consistency matters because it reduces delays, improves compliance controls and helps leaders compare workforce information across locations much more quickly.
What cost savings can workforce planning tools create for labor-intensive companies?
Workforce planning tools can create savings by helping managers align hiring to forecasted needs, avoid overstaffing and reduce preventable turnover costs. LRS used position management, salary benchmarking and real-time dashboards in ADP Lyric HCM to improve staffing decisions across existing properties and potential acquisitions. The company reported that better visibility into turnover and open roles supported more strategic hiring, helped prevent overstaffing and contributed to nearly 12% lower frontline turnover year over year. LRS estimated the turnover improvement alone saved close to $750,000 annually in recruiting and training costs. For labor-intensive companies, those savings can free up budget for growth instead of reactive replacement hiring.
How can waste and recycling companies control overtime while staying compliant?
Waste and recycling companies can control overtime while staying compliant by giving supervisors real-time access to hours, schedules and staffing decisions before overtime issues escalate. LRS operates in a complex environment with union and nonunion workers, seven collective bargaining agreements and Department of Transportation overtime rules. Using the mobile app in ADP Lyric HCM, managers could review timecards and schedules in real time and adjust staffing proactively. LRS reported that this reduced overtime by 18% while also strengthening service reliability and minimizing compliance risk. For field-heavy employers in regulated industries, timely visibility is often the difference between reactive corrections and controlled labor management.
