Where the work was getting harder.
For a convenience retailer, workforce processes have to keep pace with a store network that is open, distributed and continually changing. Trolley’s People & Culture team was supporting more than 2,000 employees across 200+ stores, alongside corporate activity and a growing regional footprint. The question was not simply how to digitize forms; it was how to create one dependable people foundation that could support store operations today and expansion tomorrow.
- Manual HR processes and disconnected workflows were difficult to scale across a growing store network.
- People & Culture teams needed clearer payroll, attendance and workforce visibility across markets.
- Regional expansion required a repeatable way to extend HR operations without adding unnecessary complexity.
A system shaped around the operation.
The work followed Trolley’s operating priorities. HR and payroll established the common foundation, then self-service, attendance, single sign-on and finance connectivity were added as the business evolved. This phased approach gave teams room to adopt each layer without treating transformation as a one-time event. When the Riyadh operation needed to move quickly in 2025, the existing model gave the team a practical starting point.
- Established a centralized HR and payroll foundation, then expanded it through employee self-service and attendance management.
- Connected payroll processes with the company’s global tier-one ERP system and introduced single sign-on.
- Replicated the operating model for Riyadh as part of the business’s regional expansion.
What changed in the day-to-day.
The result was a more connected HR environment: employees could access services more directly, attendance could feed payroll activity, and payroll activity could connect to finance. For a retailer growing across markets, that continuity matters. It reduces reconciliation work, gives People & Culture teams a clearer operating view, and creates a repeatable model for the next location or market.
- Centralized employee data and core HR processes.
- Improved transparency for employee services, attendance and payroll-to-finance activity.
- Created a repeatable digital foundation for regional growth.