GFOUNDRY SOLUTIONS BY INDUSTRIES

Talent Management for Retail and Customer-Facing Operations

Connect learning, communication and development to your teams’ priorities. View plans ↗ · Request a demo ↗

People and operations, on the same journey.

In retail, onboarding, campaigns and store-team development need to keep pace with operations. Distributed teams need relevant content, accessible communication and development opportunities.

GFoundry connects stores, distribution centres and head office in one platform for learning, participation and objectives. Adapt content and journeys to roles, units and your organisation, while keeping administrative HR processes in your HRIS.

Illustration depicting two shoppers, one carrying shopping bags and the other holding boxes and items.

Three priorities for your teams.

1. Reach people in operations. Bring communication and learning to stores, distribution centres and head office, with mobile access and segmented audiences.

2. Keep knowledge current. Structure onboarding, campaigns and store-team development, with short content, quizzes and progress records.

A quarterly engagement survey that says “Store North is in crisis” three months too late. 3. Keep development moving.
Connect feedback, recognition, objectives and career development. Mentoring supports knowledge sharing across teams, with automatic pair suggestions reviewed by HR. In Premium, Talent Insights adds individual context to inform matching. Explore Talent Insights ↗

One platform, tailored journeys.

Combine learning, communication and development around each team’s priorities.

Front 1: on the shop floor. Till, aisle, warehouse, customer service.

Role-specific journeys and content, with visible progress and manager follow-up.

1. Onboarding that fits between two customers.

Prepare people joining stores, distribution centres and head office with role- and unit-specific journeys. Combine content, tasks and quizzes, and monitor progress to identify people needing support. Read more here.

2. Product and policy microlearning the week of every campaign.

Structure onboarding, campaigns and store-team development into short content, quizzes and journeys. Track completion and support needs. Records help prepare training evidence; they do not replace validation of applicable requirements. Read more here.

3. Peer-to-peer recognition on the floor, not just from the manager.

Make valued contributions and behaviours visible. Combine peer and manager recognition with clear rules and, where appropriate, rewards. Read more here.

4. Weekly pulse signal, by store, in three minutes.

Use short surveys to follow team experience. Read results across permitted populations, preserve configured anonymity and turn signals into follow-up actions. Read more here.

5. Career visibility from till operator to regional manager.

Make skills and development paths visible. Connect feedback, objectives and learning to career conversations, with visibility for employees and managers. Performance and career management are included in Premium. Read more here.

Front 2: at headquarters, the regional office, the distribution centre.

Role-specific journeys and content, with visible progress and manager follow-up.

6. Internal communications that reach all stores, all banners, all countries on by audience.

Share relevant information with stores, distribution centres and head office, using segmented audiences and notifications. Digests bring information into periodic summaries and are included in Plus and Premium.

7. Innovation from the floor, not from the slide deck.

Collect ideas from people who know the operation. Structure submissions, participation and evaluation to follow up selected initiatives and show what happened to each contribution. Read more here.

8. Performance evaluation continuous, not annual.

Connect reviews, feedback and development plans to regular follow-up. In Premium, People Intelligence adds the organisational view and Talent Insights individual context.

9. OKRs that align store targets with peak season reality.

Translate priorities into trackable objectives and indicators. Make progress visible and adapt review cycles to team operations. Define criteria that value quality and safety alongside volume.

10. Multi-banner, multi-country, multi-language. One platform.

Organise content, audiences and follow-up by units and teams. Plus and Premium include Multi-Company and segmentation. Confirm languages, configurations and integrations in the proposal scope.

ONE PLATFORM. EVERY SHIFT.

From participation to development.

Choose the processes to improve, configure audiences and monitor usage. In Premium, connect performance and careers with People Intelligence, Talent Insights and analysis by Talent Strategist. View plans ↗
Interface of the sales competitions module displaying rankings and competition details.

A real case you can use.

Leroy Merlin, the home-improvement and DIY retailer, runs its full talent ecosystem on GFoundry under the SOMA brand. More than 5,000 employees, multiple stores, multiple roles. The platform powers performance evaluation, individual development plans, recognition, feedback, internal communications, onboarding and learning (“Soma Knowledge”, “Soma Talent”, “Soma Recognition”). What started as a digital engagement layer became the day-to-day operating system for the chain’s people processes – one app on every colleague’s phone, used the same way by the till operator and by the regional manager.
SOMA (Leroy Merlin): a complete solution for talent management

Keep on reading.

Frequently asked questions.

The questions that HR Directors of retail chains, banner groups and customer-facing operations actually ask before a demo.

How does GFoundry reach a colleague who works the 6 a.m. replenishment shift on a personal smartphone?

Mobile-first by design. iOS and Android apps with full feature parity to the web version. Push notifications, micro-modules, gamified missions, weekly digests. Branded as your chain’s app, so the colleague sees the company brand, not a third-party tool. Adoption is voluntary; the gamification engine pulls the participation curve. Multi-language, so each colleague opens the app in her own language, not the corporate one.

Can we run separate programmes per banner, per country, or per business unit?

Yes. Multi-container architecture. Each banner, country or business unit runs in its own segmented container, with its own content, communities and dashboards, all consolidating up to the parent organisation for unified analysis. The DIY banner can run differently from the fashion banner. The store team in Madrid can have its own onboarding journey. multiple languages supported.

How do we deliver mandatory training in 8 languages without rebuilding it 8 times?

Build once, deliver in every language the colleague speaks. Gi Learn (our AI) helps generate and translate content from your safety manual, your standard operating procedure or a regulatory document, in seconds. Each colleague opens the same module in her language, completes the same assessment, and the audit log records every completion per worker, per language, per certification validity, in one place. The auditor asks for proof; you export it from one place.

Does GFoundry replace our HRIS, LMS, or Workday and SuccessFactors?

GFoundry consolidates learning, performance, objectives, feedback, recognition and engagement and can connect to your HRIS/HCM. Payroll and benefits administration remain in the administrative system. Integration scope is defined in the proposal.

Does it integrate with our POS, ERP, Microsoft Teams or SAP?

Yes. Connects to Slack and Microsoft Teams via webhooks. Open API for everything else (POS, ERP, WMS, scheduling, payroll, BI). SSO via SAML, Active Directory, LDAP, Google and LinkedIn. Skills, recognition events, training completions and operational KPI events can be surfaced in Teams or exported to your BI tool. KPI imports via API or XLS upload run on a defined schedule.

How is AI used inside GFoundry, and how is privacy protected?

GFoundry Intelligence (Gi) is trained on each organisation’s documents, not on a generic public dataset. Each client has its own isolated Gi instance. For predictive analytics (Gi Talent), personal identifiers are anonymised before any AI processing; names and PII are resolved server-side after the model returns the answer.

How long does implementation take in a retail organisation?

Typical first go-live is 6 to 10 weeks for a focused use case: an onboarding journey for new colleagues, a compliance academy for one banner, an innovation challenge across stores, a sales academy in five languages. Full transformation rollouts (multiple banners, multiple countries, multiple roles) run in waves over 6 to 18 months. Implementation is supported by a certified GFoundry partner.

How much does GFoundry cost for a retail chain?

Three plans: BASE (self-service, up to 5 users free), PLUS (enterprise, minimum 250 users, includes partner consulting), and PREMIUM (enterprise, all modules, minimum 250 users). For a tailored proposal scaled to your stores, banners and countries, book a demo and we will come back with a number.

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Talent management platform to boost employee engagement