Beth Jones, High Speed Training’s HR Operations Specialist, wears many hats. “Every day is a little bit different,” she said. “I support managers and employees on a variety of things—employee relations, well-being, mental health, payroll, B Corp certification, implementing policies, and responding to legislation changes.” 

Following a period of rapid growth, during which High Speed Training doubled in size and became employee-owned, the team realised its HR system was no longer meeting its needs as it sought to scale its deep-rooted culture of employee engagement and wellbeing.

“We found it quite restrictive,” Beth said. “We weren’t able to schedule changes, couldn’t bulk upload anything, and everything was incredibly manual and time-consuming.”

Additionally, HR tasks like tracking benefits opt-ins, monitoring absences, and managing policy updates were becoming more complex and laboursome.

The previous platform also fell short with reporting. “We had a lot of difficulty getting the information we needed out of the system,” Beth said. “It required a lot of manual input and spreadsheets. We couldn’t even store certain data, let alone report on it.”

As HR priorities expanded to include more strategic initiatives, such as analysing benefits, tracking employee engagement, and assessing well-being programs, these limitations became increasingly problematic. The team also struggled with a lack of accessible customer support. 

High Speed Training’s HR team needed a long-term solution that could reduce manual work, give better visibility into workforce data, and support the company's strategic direction.

After evaluating multiple options, Rippling stood out as the clear choice,  both in terms of its expansive product features and its customer support. “We chose Rippling because it was superior to everything else we looked at in terms of product suite,” Beth said. “Having the ability to self-serve, but also having a customer support team available when needed, was so important.”

Rippling’s reporting engine was a major turning point—not just operationally, but strategically. “The ability to filter before exporting and get exactly what we need has been great,” Beth said. “Calculating benefits opt-ins used to take ages, now it’s done automatically.”

The enhanced reporting gives Beth the tools to speak to leadership in a more impactful way. “I put forward a proposal to shorten Fridays during the summer and we’re using Rippling to evaluate the impact, looking at absence trends and engagement scores to see if it’s making a difference,” she said. “The reporting in Rippling means I can take real, tangible data back to leadership to support our decisions.”

Rippling has also helped High Speed Training consolidate tools. “We’ve moved things like end-of-quarter reviews and one-to-ones into Rippling,” Beth said. “People already have enough systems in their day-to-day work life. Wherever we can simplify, it’s a win.”

Beth’s team found Rippling’s perfect blend of self-serve and guided support to be game-changing. “You need the system to do a lot, and when something isn’t working or you’re unsure how to use it, having someone to speak to right away is invaluable,” she said. 

“We definitely outgrew our last system; Rippling gives us room to grow,” Beth said. “There are still areas we’re yet to tap into.”

• Time saved on routine tasks: Onboarding, reporting, and document management have all become faster and more seamless. “It probably evens out to a couple of hours saved each month - at least,” Beth said. 
• Streamlined benefits: “With the cost of living increasing, understanding what people are opting into is so important,” Beth said. “Rippling lets us break down that data easily.”
• Support for strategic initiatives: Beth now uses reports to build evidence-based narratives for leadership, helping to validate new initiatives and reinforce strategic direction.