Carlisle Companies, a 13,000-employee manufacturer, used ADP talent solutions to connect recruiting, compensation and performance management in one HCM environment. Built-in benchmarking helped hiring teams identify salary bands, make competitive offers and maintain pay consistency. Automated compensation and merit workflows reduced manual updates and data-entry errors, while information flowed more directly into payroll. Carlisle Companies reported a 46-day reduction in time-to-fill, nearly 400 hours saved for their compensation team and an approximately 15% reduction in turnover. The company estimated that its combined ADP solutions were saving the organization about $22 million.
Being able to have this visibility, these benchmarks, this ability to really be competitive in the market with over 10,000 employees is incredibly strong and incredibly important. And not only does it save money, but we’re bringing in top talent with this type of benchmarking and this competitive nature. It’s incredible, and that’s what I feel is so important in utilizing systems such as ADP. Because we can bring those metrics, we can quantify our ability to help the company save money, bring best talent and move forward to the future without having that fear of being left behind.
Jessica Kerlikowske,
HR Manager
Carlisle Companies Incorporated
| Challenge | ADP capability | What we did | Result |
|---|---|---|---|
| Manual candidate sourcing and spreadsheet tracking made recruiting inefficient and time-consuming. | ADP Talent Solutions | Centralized recruiting, onboarding, performance and compensation workflows in one HCM talent suite. | Reduced time-to-fill by 46 days by eliminating back-and-forth among hiring managers, recruiters, compensation staff and plant managers. |
| Time-consuming salary research from multiple sources made competitive offers and pay consistency difficult. | ADP Talent Solutions | Built benchmarked salary grades into ADP recruiting and compensation so hiring managers could identify appropriate pay bands and pass salary information directly into compensation after hire. | Made it easier to create competitive offers while supporting pay consistency across the employee base. |
| Manual compensation processes created extensive administrative work for the compensation team. | ADP Talent Solutions | Configured and automated compensation workflows in ADP Compensation within the company’s HCM system. | Saved almost 400 hours of work for the compensation team. |
| Spreadsheet-based merit and performance review processes were slow, inconsistent and prone to formula and data-entry errors. | ADP Talent Solutions | Automated merit formula updates, performance reviews, salary increases and bonus workflows in the HCM system, with data flowing directly to payroll. | Simplified annual review and merit processes while eliminating repeated HR emails and errors caused by manual data entry. |
| Limited pay transparency and disconnected talent processes made employee retention harder to manage. | ADP Talent Solutions | Consolidated HCM processes and added compensation visibility and benchmarking through the ADP talent solution. | Reduced turnover by approximately 15%. |
| HR lacked consolidated metrics to quantify the business value of talent management improvements. | ADP Talent Solutions | Unified talent workflows and metrics across recruiting, compensation and performance management in the ADP solution. | Generated estimated combined organizational savings of approximately $22 million. |
How can manufacturers reduce delays in hiring specialized talent?
Manufacturers can reduce hiring delays by connecting recruiting and compensation decisions in one system and giving hiring teams reliable salary benchmarks. Carlisle Companies, a 13,000-employee manufacturer with roles ranging from factory workers to engineers and data scientists, used ADP talent management solutions capabilities to replace spreadsheet-heavy recruiting and build benchmarked salary grades into its workflow. Salary information then flowed directly to compensation after hire, reducing back-and-forth among recruiters, hiring managers, compensation staff and plant managers. Carlisle Companies reported a 46-day reduction in time-to-fill. This approach can help other complex manufacturers move qualified candidates through hiring more efficiently.
How does compensation benchmarking help large employers compete for talent?
Compensation benchmarking helps large employers set credible salary bands quickly while supporting consistent pay decisions across a diverse workforce. Carlisle Companies used built-in benchmarking within ADP talent management to identify pay bands by job type and embed salary grades into recruiting and compensation workflows. Hiring managers and recruiters could see what they could offer, and the information moved into compensation once a candidate was hired. For employers managing many job families, this connected approach can replace fragmented research with a more consistent process for making competitive offers.
What results can companies achieve by automating compensation workflows?
Automating compensation workflows can substantially reduce the hours spent coordinating reviews, formulas and approvals. Carlisle Companies configured ADP Compensation as part of its broader talent management environment so compensation work could be managed in one system. The company reported that this approach saved its compensation team almost 400 hours of work. Configurable workflows also supported the company’s varied divisional needs without relying on repeated spreadsheet updates. For large employers with complex compensation structures, centralizing and automating these tasks can return significant administrative capacity to the HR team.
Can pay transparency and connected talent systems help reduce turnover?
Yes, pay transparency and connected talent workflows can support retention when employees and managers have clearer, more consistent compensation information. Carlisle Companies, a large manufacturing employer, consolidated HCM processes and used the compensation module within ADP talent management environment to provide greater pay visibility. The company reported that pay transparency contributed to an approximately 15% reduction in turnover. The same platform also supported benchmarking and consistent salary decisions across more than 10,000 people. For other large employers, connecting compensation data with broader talent processes can make retention efforts more measurable and easier to manage.
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