Jemini is an integrated HR and payroll platform designed to support payroll, leave management, approvals, reporting and broader employee lifecycle processes through a modern, people-focused user experience.
Key Outcomes
- Stronger adoption across the business driven by a more intuitive and modern payroll experience
- Less manual chasing of leave approvals and payroll-related processes
- Better access to employee information, leave balances and self-service functionality
- More useful people reporting and insights, with information that was previously difficult to extract now more readily available
- A modern payroll foundation with scope to extend into onboarding and wider employee lifecycle activities
Duncan Cotterill is one of New Zealand’s largest legal partnerships, with offices across Auckland, Wellington, Nelson, Christchurch, Blenheim and Queenstown. With more than 350 people supporting clients across a wide range of commercial and personal matters, the firm operates in a busy, professional environment where expectations are high.
At the core of the firm is a people-first mindset, reflected in its value He tāngata. That focus shapes how Duncan Cotterill supports its clients, its people, and its partners.
In that context, systems that manage time, leave and pay don’t sit quietly in the background. They’re part of how people work day to day, and when something isn’t right, it’s noticed quickly.
With a growing team and an increasing need for systems that could keep pace, the payroll platform needed to be accurate and reliable, while also supporting the wider processes connected to how a busy law firm operates, and the experience of the people behind it.
When their existing payroll system reached end of life, it created a clear point to step back and reassess what was needed next.
A necessary payroll change and a more considered step forward
With their previous payroll system coming to an end, a change was unavoidable. But this wasn’t approached as a simple replacement. Rather than selecting another standalone payroll tool, Duncan Cotterill used the moment to take a broader view. Following a structured selection process, they selected Fusion5 and the Jemini platform, with the intention of addressing immediate payroll needs while creating a foundation for more.
The focus was on putting in place a payroll platform that was reliable, compliant, and easier to work with day to day. Just as importantly, it needed to have the scope to extend into other areas over time, including onboarding, performance, and wider people processes.
The underlying strategy was to reduce point solutions and disconnected systems and move towards a more joined-up approach where payroll sits as part of a broader people platform rather than in isolation.
Working through the reality of change
The implementation was led internally by Michelle Henderson, who leads payroll, and Candice Petersen, Senior People and Culture Advisor. Together, they took ownership of the programme alongside their day-to-day roles.
The timeline was fixed. With the legacy system being decommissioned, there was no flexibility to move the go-live date. That meant working quickly, making decisions early, and progressing at pace across configuration and testing.
At the same time, getting the detail right really mattered. Like most organisations, Duncan Cotterill had its own ways of working that needed to be reflected in the system and the user experience it delivered.
As Michelle explains,
Having a clear set of requirements helped guide the process, but it also became clear that no system would meet everything immediately.
Time was needed to work through how the platform would accommodate those nuances, and to ensure it delivered the functionality and experience they had committed to the business.
There was no opportunity for a phased rollout or soft launch. The system needed to be right for the full business from day one, meeting the expectations of both leaders and employees. That placed a strong emphasis on testing, validation, and getting the detail right before go-live.
It also required strong teamwork. As Candice reflects, “while there were elements that needed to be worked through, the focus was on staying responsive, working through what was needed, and keeping momentum towards the deadline”.
With no flexibility on timing, the expectation was clear that the processes and requirements behind payroll needed to be fully operational from day one. Through close collaboration and a focus on getting the detail right, when the system went live, they were.
What’s changed in practice
With the system in place, the day-to-day experience has improved in a number of practical ways. A more intuitive and accessible experience has led to stronger adoption across the business. People are engaging with the system more consistently, including those who may previously have relied on email or manual workarounds. In a busy environment, that ease of use matters. Small improvements in how tasks are completed and information is accessed can make a noticeable difference.
That shift has had a flow-on effect. With more people using the system as intended, the need for manual follow-up has reduced. Tasks like checking and chasing leave approvals, which previously required regular intervention, now largely take care of themselves.
The system has also been well received from a user perspective. It feels more modern, easier to navigate, and gives people clearer visibility of their own information, including leave balances and personal details.
On the reporting side, there is now access to a broader and more useful set of data. As Michelle puts it, “the people reports are awesome.” Information that was previously difficult to extract is now more readily available, supporting better visibility and insight across the business.
Building on a stronger foundation
With payroll now live, the focus can shift to what comes next.
Having worked through a focused implementation, the Duncan Cotterill team has developed a much stronger understanding of the platform. That knowledge will be valuable as they look to extend it into areas such as onboarding and other parts of the employee lifecycle.
For Duncan Cotterill, the project has been about more than replacing a system. It has been about putting in place a more reliable, connected foundation that better supports how the firm operates, and the people within it, as it continues to grow.
We were working to a tight timeline, and getting to go-live took a real team effort. We’ve taken a big step forward with Jemini, and the Fusion5 team have been great to work with.
Michelle Henderson, Payroll Lead, Duncan Cotterill
Tim Way | Content Editor
Tim spends time with tech leaders and customers to understand how transformation really plays out. He turns real-world examples into clear, practical content focused on what changed, what worked, and what others can learn.
Improving payroll experience and adoption with Jemini
Modern HR and payroll platforms need to support far more than payroll processing alone. Leave management, approvals, reporting and employee information are all closely connected to how people work day to day.
Jemini is a modern HR and payroll platform designed around a people-first approach, helping organisations improve usability, reduce manual administration and create a more connected employee experience across payroll and broader people processes.
Q&A
Why do organisations implement modern HR and payroll platforms?
Organisations implement modern HR and payroll platforms to improve payroll accuracy, reduce manual administration, strengthen compliance and create a better employee experience across payroll and people processes.
How does Jemini improve employee experience?
Jemini is designed around a people-first approach, giving employees easier access to information such as leave balances, approvals and personal details through a more intuitive and modern interface.
What are the benefits of integrated HR and payroll systems?
Integrated HR and payroll systems help organisations reduce duplication, improve reporting visibility and create a more connected experience across payroll, leave management, approvals and broader employee lifecycle processes.
They also provide better access to valuable people data and insights that can support reporting, workforce planning, compliance and more informed business decision-making.
What challenges are common in payroll and HR system implementations?
HR and payroll implementations often involve aligning the platform to an organisation’s specific ways of working, reporting structures, approvals processes and compliance requirements while managing testing, configuration and user adoption.
