HiBob, live and actually used.
We run HiBob implementations for firms of 300 to 2,000 people, either as your delivery team or alongside HiBob’s. The same people from the first workshop to the day your managers stop asking how it works.
Kyle ForryHiBob build and go-live
Bianca HolmanProgramme, plan and risk
Kyle owns the build and your go-live. Bianca owns the plan, the timeline and the risks. Both are on your kick-off call and both are there at the end.
Get a HiBob health check- HiBob go-lives delivered
- 7
- Employees live on Bob
- 2,500+
- Countries configured
- 15
We join at one of three points
Before you buy, just after you sign, or long after go-live. Pick the one that sounds like your week.
Is Bob the right fit, and can you afford it
Before you sign anything, our diagnostic tests HiBob against your requirements, your size and your budget. It will tell you if Bob is the wrong answer.
- Requirements scored against Bob and the alternatives
- Licence and implementation cost modelled
- A written recommendation you can take to the board
You have signed, now you need a delivery partner
The licences are live and the clock is running. We take the build from requirements to go-live, either as your delivery team or alongside HiBob’s.
- Two named leads from day one
- Fixed plan and go-live date before kick-off
- Your team learns the system as we build it
Rework what is not working, or add what is missing
Workflows built in a hurry, or new modules to bring into the stack. We rebuild the configuration and integrate the new pieces without breaking what already runs.
- Workflow and process reconfiguration
- New modules configured and integrated
- Fixed-scope packages with a start and an end date
Who the rest of this page is for
You have bought HiBob and you need a partner to deliver it. Everything below is about the build.
Two ways to run it, and we are straight with you about which works better
Nova runs the implementation
We do the build and the client-side work. One team, two named leads, and no gap between the people configuring the system and the people getting your managers to use it.
Nova owns- Requirements, design and configuration
- Data and document migration
- Payroll, SSO and finance integrations
- Testing, cutover and hypercare
- Comms, training and adoption
HiBob supplies licences, product training and product support.
Running now on a Workday to HiBob migration for a New York investment firm
Nova runs client-side alongside HiBob
HiBob’s team does the build. We sit on your side of the table and keep the programme honest, which is the role most firms wish they had bought the first time.
Nova owns- Requirements and design decisions
- Data readiness and validation
- Test scripts, UAT and the go, no-go call
- Programme, RAID and vendor management
- Comms, training and adoption
HiBob’s implementation team does the configuration.
Most firms get a better result from one team. The handover between the people who build the system and the people who get it used is where these projects quietly fail.
The vendor shows you how it works. We make it work
HiBob’s onboarding is a guided set-up: sessions, templates and a checklist. Somebody still has to sit down and build it. That is the part we do. The split below is when Nova runs the implementation.
HiBob’s job
Included with your licence- Licences, environment and product updates
- Product training for your admins
- Guided set-up sessions and templates
- Standard import templates for core data
- Product support after go-live
Nova’s job
The build itself, done with your team- Requirements workshops and a signed-off design
- Configuration built for you, not demonstrated to you
- Data and document migration, with validation you can audit
- Payroll, SSO and finance integrations
- Test scripts, UAT and a go, no-go call
- Manager comms, training and adoption
- Hypercare, then a clean handover to your team
Every module you have bought, set up for how you actually work
Multi-entity and multi-country set-ups included. We have configured Bob for firms running US, UK, Irish and EU entities side by side.
- Core HR and org structure
- Onboarding flows
- Time off
- Time and attendance
- Performance and reviews
- Compensation and pay transparency
- Payroll integration
- Hiring
- Workforce planning
- Reporting and analytics
A 300 to 2,000 person firm goes live in 16 to 20 weeks
The plan and the go-live date are agreed before kick-off. Here are the four phases.
- Weeks 1 to 4
Discovery and design
Workshops on org, policy and process. A written design your HR team signs off.
- Weeks 4 to 10
Configuration and data
We build the modules and migrate your data and documents, with validation at each load.
- Weeks 10 to 15
Integrations and testing
Payroll, SSO and finance connected. Test scripts written for you, UAT run with your team.
- Weeks 15 to 20
Go-live and adoption
Manager comms, training, cutover, then four weeks of hypercare before handover.
What we need from your team
One HR owner for four hours a week, plus payroll and IT for the integration weeks. We do the building. You make the decisions.
What it costs
Fixed fee, scoped on a 30-minute call. No day-rate surprises and no change notes for things we should have asked about.
Your project, live, any time you log in
Status, deliverables and who is on your team, visible to you and your CFO without asking anyone for an update.
Named leads, not a pool
The people on your kick-off call are the people at your go-live. No pooled resourcing and no handover halfway.
Weekly status
One page every Friday: what moved, what is late, what we need from you next week.
An open RAID log
Risks are written down the day we see them, not the week they land on you.
Two Implementation Leads on every HiBob project, not one consultant
Kyle and Bianca run our HiBob accounts together, including the Workday to HiBob migration for a New York investment firm. If one is on a plane, the other has the full picture.
Kyle Forry
HCM Implementation LeadOwns the configuration, the data migration and the go-live itself. Certified HiBob implementer, frontline HR at Portwest and HRIS at Integrity360 before Nova. Your team will be on calls with Kyle every week.
Bianca Holman
HCM Implementation LeadOwns the plan, the timeline, the RAID log and your stakeholders. Led workforce planning and HR technology across a European group before Nova, and built the assistant that keeps our PMO honest.
Vanessa Sanchez
Operations LeadJoins at the comms and training stage and gets managers actually using the system. HR at AbbVie, Amgen and Allergan before Nova. Works in English and Spanish.
Start at the step that matches what you already know
Some firms know exactly what is broken. Most do not. Each step below contains the one before it, so you can start at the left and stop whenever you have what you need.
- Step one
Health check
7 to 10 daysWe review the whole set-up, interview HR and a sample of managers, and hand you a written report with the fixes ranked by effort and impact.
For you ifYou know Bob is not working as well as it should, but not why.
- Step twoMost firms
Health check and fix
About four weeksThe review, then we do the top items off the report ourselves. You end up with a working system rather than a list of things your team has to find time for.
For you ifYou want it sorted, not diagnosed.
- Step three
Managed Service
Set days every monthNova will provide you with a named consultant for a set number of days each month to ensure your Bob application is fully optimised and run correctly.
For you ifBob keeps changing and nobody owns it.
Fixed fee at every step, confirmed on a 30-minute call. No day-rate surprises.
Work out which step you needOr go straight to the one you need
- 5 days for performance alone, 10 with compensation
Review cycle readiness
5 to 10 daysPerformance and compensation set up and tested before the cycle opens, so the cycle is not the test.
You get- Review and comp cycles configured end to end
- Manager guides and a comms plan
- A dry run before you open it
- 5 days for the core dashboard, 10 if payroll and finance data has to reconcile
Reporting and people analytics
5 to 10 daysThe board pack built in Bob, so the numbers come out of the system instead of a spreadsheet the night before.
You get- A headcount and attrition dashboard that reconciles
- Scheduled reports for finance and the board
- Your team trained to build their own
- 10 days for a new entity, 15 where payroll and local policy change too
New entity or acquisition
10 to 15 daysA new country or an acquired company brought into your existing Bob without breaking what already works.
You get- Local policy, leave and payroll mapping
- Employee and document migration
- Permissions and reporting re-cut for the new shape
Each one is a defined piece of work with a start date and an end date. Any of them can also be picked up inside Health check and fix, or run on the Managed Service days you already have.
In their own words
- 2025
Phase 1 diagnostic, HiBob selection, then client-side delivery
“We brought Nova in because we needed an independent partner to help us find the right HR platform and then make it work for our business. They have been with us at every stage since.
Nova has been easy to work with. They are thorough and responsive, and they care about getting it right for our people, not just finishing the project. Kyle and the team have become a trusted extension of our own team.
I’d happily recommend Nova to any organisation looking for a partner to guide them through selecting and delivering a new HR system.”
Mark ShortenHead of People Experience, CarTrawler - 2026
Optimisation of existing HRIS, selection of new HRIS (HiBob) then client-side delivery
“Nova first helped us get more out of our existing HRIS, and their honest view of what it could and couldn’t do made the case for change.
They guided us to HiBob, helped us bring Finance and the board with us, and are now with us through delivery, from simplifying our contracts and probation process to reaching our people on site as well as in the office.
Having one team that knows our business from start to finish has made a real difference. I’d recommend them without hesitation.”
Jan GlynnHead of HR, PJ Hegarty
What happens to your people data while we hold it
GDPR
We act as your processor under a signed DPA. Sub-processors are named, and nobody works on your data without an NDA and a contractor agreement.
Migration files
Extracts stay inside your environment wherever your IT allows it. Where they cannot, they are encrypted, access is logged, and deletion is certified at close.
Where we contract
Nova HCM Ireland Ltd for EU and UK work, Nova HCM US Inc for US work. Same team, the paperwork your legal team expects.
Five questions we get most weeks
- We signed last month. When should we start?
- Now, before HiBob’s set-up sessions begin. The firms that struggle are the ones who start configuring without a signed-off design. See the delivery plan
- HiBob already gave us an implementation. Why do we need you?
- Because that implementation shows your team how to build it. Somebody still has to do the building, the migration and the testing. See the split
- We are halfway through and stuck
- We take over mid-implementation regularly. Two weeks to assess what is built, then a reset plan with a date you can defend. Talk to us this week
- Can you handle US and EU entities together?
- Yes. We contract through an Irish or a US entity, work across both time zones, and have configured Bob for firms running US, UK and EU payrolls side by side. Book a call
- What happens after go-live?
- Four weeks of hypercare, then a handover your team can run from. After that you can take a package or Managed Service, or nothing at all. See the packages
Talk to the team that will deliver it
Thirty minutes, no deck. Tell us where you are with Bob and we will tell you what it takes to finish it, including when you do not need us.
hello@novahcm.ieHiBob Partner event, London
Kyle and Cian are both there. If you are going, we will hold an hour for you.
Grab a slot