For Anglicare Sydney, modernising its HR systems wasn’t just a matter of digital housekeeping – it was a critical step in responding to rising workforce demands and improving care outcomes.

With more than 5,500 employees and a network of volunteers supporting communities across Greater Sydney and the Illawarra, the not-for-profit aged care provider found that its legacy systems and manual processes were no longer fit for purpose.

To keep pace with compliance pressures and growing service demands, Anglicare turned to Workday for human capital management. The transition marked a turning point in how the organisation attracts, retains, and supports its workforce.

Moving away from patchwork processes

Before the adoption of Workday, Anglicare’s HR operations were largely manual and paper-based, which created delays, inefficiencies, and gaps in visibility. Yvette McDonald, chief people and customer officer at Anglicare Sydney, described the previous state of affairs as fragmented.

“We’ve replaced disconnected, manual systems with a single platform that empowers managers, drives better decisions, and ultimately helps us to deliver an even greater impact for the people in our care,” McDonald said.

One of the clearest signs of progress has been in recruitment. Anglicare has reduced its average time-to-hire for bulk roles from 42 to 13 days.

In one instance, the organisation completed a hire in just six days. This acceleration in recruitment has been essential in a tight labour market, especially in the aged care sector, where workforce shortages are common.

“Workday has helped us transform how we recruit, retain, and manage our workforce,” McDonald added.

Tangible results across the employee lifecycle

Beyond recruitment, the new HR platform has also helped Anglicare achieve a significant drop in staff turnover – from 30% down to 14%. This improvement in workforce stability is not only a win for HR but also for frontline service delivery, where consistency and trust are vital.

The removal of 25 paper-based HR forms has also simplified day-to-day administration. With automated workflows and centralised data, the HR team can now focus on strategic tasks rather than chasing signatures or correcting manual entry errors.

Anglicare has also gained access to real-time insights, enabling data-driven decisions across the organisation. Whether it’s identifying staffing trends or managing rosters more effectively, managers now have the tools to act quickly and confidently.

Change driven from the top

While technology provided the engine for transformation, the success of the implementation hinged on strong leadership and a deliberate approach to change management. Executive backing ensured that the shift wasn’t just about software, but about evolving how the organisation thinks about and engages with its workforce.

McDonald noted that greater visibility and accountability now extend across the organisation – from frontline carers to back-office teams and volunteers. This transparency has laid the groundwork for further growth and agility.

“Our people come to work to serve our clients and residents. They are passionate about it. With Workday, we’ve improved operational efficiency, sped up recruitment, and laid the foundation for scalable growth so that our people can do more of the work they thrive on – serving our residents and clients,” said McDonald. “As demand for all of our services continues to rise, this transformation positions us to respond with agility and confidence and better position ourselves as an employer of choice.”

Technology as a partner in purpose

Workday, the technology partner behind the overhaul, has positioned itself as a key enabler in Anglicare’s transformation. With AI and automation built into its platform, Workday supports not only administrative streamlining but also strategic workforce planning.

Jo-Anne Ruhl, vice president and managing director of Workday Australia and New Zealand, commented on the broader impact of the initiative.

“Multi-faceted organisations like Anglicare Sydney play a vital role in our community, and having the right systems in place is critical to their success,” Ruhl said. “We are proud to support Anglicare Sydney in simplifying its HR operations and unlocking new levels of workforce productivity through automation and AI, delivering a HR platform that meets today’s needs and can scale to support future growth and impact.”

Lessons for HR leaders

For HR leaders in aged care and beyond, Anglicare’s experience offers several takeaways. First, digitisation isn’t just a tech upgrade – it’s a strategic lever. By retiring outdated systems and reducing manual effort, HR can move from the back office to the heart of organisational impact.

Second, numbers tell a compelling story. Halving turnover and cutting time-to-hire by nearly 70% are milestones that validate the business case for HR tech.

Finally, success depends on more than just software. It requires leadership, buy-in, and a willingness to change how work gets done.

In an environment where people are both the service and the strategy, Anglicare’s investment in HR technology shows how modern tools can breathe new life into mission-driven work – not by replacing human care, but by making it easier to deliver.