In an industry traditionally focused on special occasion gifting, Mejuri believes fine jewelry is an important form of self-expression and self-celebration that should be accessible at every budget, for everyday wear. That fresh perspective has helped the company grow and evolve. What started as an ecommerce-first company with a handful of stores has become a thriving retail-first business with dozens of locations across Australia, Canada, Kuwait, the United Kingdom, and the United States.
As Mejuri expanded, its workforce became frontline-oriented and increasingly complex. Not only were employees globally distributed, they also spanned hourly, salaried, part-time, full-time, temporary, and permanent roles and multiple business units.
According to Danielle Colby, Senior Manager of People Programs at Mejuri, the People team needed an HR platform that provided centralized data visibility, strong self-service, and the flexibility to be customized to Mejuri’s evolving needs. They would come to find that they also wanted a vendor that would act as a true partner along the way. That search ultimately led them to Bob.
Outgrowing a fragmented, legacy HR stack
Before Bob, Mejuri was using an HCM system chosen for its combined payroll, time and attendance, and reporting capabilities. On paper, it looked unified, but the underlying architecture was siloed.
Tasks that should have been simple were not. Moving an employee from hourly to salaried, for example, required terminating and rehiring them in the system. At a time when Mejuri was experiencing significant workforce movement, issues like this made it difficult to accurately track attrition and internal mobility, compromising the People team’s ability to make confident, timely talent decisions.
Perhaps most critically, the platform wasn’t built for the realities of Mejuri’s retail team, which is largely hourly, mobile-first, and Gen Z.
Choosing a platform built to scale and flex
When Mejuri began evaluating alternative platforms, Danielle’s team prioritized three things:
- An open API and strong integration capabilities so they could scale without inflating headcount
- Deep flexibility and customization to support Mejuri’s unique reporting needs
- A strong and pleasant user interface, especially on mobile, where most of Mejuri’s retail team logs in
In addition to Bob, Mejuri considered Workday, but reference checks with other brands left Danielle and her team unsure the platform was the right fit. “Workday wasn’t going to meet our needs in the same way [as Bob],” she said. “And we didn’t trust that the implementation was also going to happen quickly without us hiring a resource to do it.”
In contrast, the team’s reference checks on Bob only strengthened their confidence in the platform. Given Mejuri’s cross-border workforce, much of that diligence centered on payroll accuracy and how Bob’s integration with ADP Workforce Now held up in practice. Other companies with similar cross-border employment needs reassured Danielle’s team that the integration worked well.
Self-service that saves time and empowers store teams
For Mejuri, self-service is core to how the company wants its stores to run. The alternative — running everything through corporate — pulls store teams away from their most important job, which is taking care of customers.
With Bob, Mejuri has built self-service workflows for events like employee departures, so store managers can handle them quickly and independently. They also launched a mobile-first onboarding experience that has achieved 100 percent completion, powered by automated triggers that keep new hires compliant and ready to work before their first shift.
Today, Mejuri store managers and employees are among the many non-HR employees who complete nearly 100 self-service actions a month, from processing relocation and promotion requests to updating personal information and requesting employment letters.
Self-service shows up in how Mejuri moves talent, too. A store manager can promote a stylist from one location into a floor lead role across town (or even in another market) without waiting on weeks of processing. Now, the request happens directly in Bob, with smooth, quick approval gates and the confidence that pay and system access will correctly follow.
According to Danielle, changes like these are core to Mejuri’s operating ethos:
Flexibility, visibility, and efficiency at the corporate level
Intuitive employee self-service also characterizes how the People team runs Bob day to day. Danielle points to Bob AI as a go-to resource when she’s building something new.
Meanwhile, features like field-mapping and custom fields let the People team configure how workflows behave without touching the underlying data structure. For example, they used to reconfigure reports by hand just to track trends by district or region. With Bob, they built store location reporting directly into their dashboard. The team has used that same flexibility to automate recurring tasks that used to require manual tracking, like flagging missing payroll details or expired work permits.
The time savings across multiple corporate workflows has been substantial. Populating the People team’s workforce data dashboard used to require two full days per month utilizing Excel reporting to get to the level of clarity they would need for effective decision-making. With Bob, it now takes about an hour, rapidly granting access to important insights that empower Business Partners and leadership, and freeing the People team to focus on higher-value work.
That same efficiency and visibility extends to leadership. Questions that once took real digging to answer — like headcount by role or location — now take seconds with Bob’s prebuilt analytics dashboards.
A smoother experience for IT
Bob has also changed how Mejuri’s IT team operates. Automated onboarding notes cut down on manual IT touchpoints and smooth out the team’s new-hire lift.
Per new hire, IT provisioning time has dropped from 15–20 minutes of manual work to just 3–5 minutes with automation, depending on the role.
Mejuri’s IT team also built webhooks connecting Bob to other business systems, ensuring people data is actionable where work actually happens, rather than disconnected from the rest of the business.
Scaling culture alongside the business
As Mejuri has grown, Bob’s survey features have become core to how the People team listens at scale. With feedback coming in from hundreds of employees, the team uses that data to identify recurring themes and act on them directly—from shaping new programs to consolidating systems—all in service of a better, more streamlined employee experience.
More than a vendor, a partner
For Mejuri, the relationship with the HiBob team didn’t end at go-live. It’s ongoing and evolving, which is a refreshing shift from the standard product-support relationship Mejuri had grown used to with other vendors.
That partnership has shown up outside the platform, too. In spring 2026, HiBob and Mejuri worked together to host In Good Company HR Community events at Mejuri locations in four key markets: San Francisco, Nashville, Chicago, and Toronto. These pop-ups created meaningful opportunities to engage local HR communities, extend Mejuri’s reach, and generate shared value for both brands. According to Danielle, that kind of investment matters because it reflects how Mejuri sees its stores: not just as a place to buy jewelry, but as a hub of personal connection.
Looking ahead: scaling smarter with AI
Since implementing Bob, Mejuri has opened 22 new stores without growing its People team headcount. And Danielle anticipates their efficiency and talent decisions will only continue to improve.
Danielle’s especially looking forward to operationalizing Bob’s model context protocol (MCP), a feature that lets AI tools like Claude and ChatGPT connect securely to Bob’s people data, so teams can get answers and take HR actions within the AI tools they’re using every day.
Main takeaways
- Bob replaced a fragmented, multi-platform HR stack with a single, flexible source of truth that scales with Mejuri’s international retail growth.
- Self-service has gone from virtually nonexistent to nearly 100 actions a month, and onboarding now reaches 100 percent completion.
- IT provisioning time per new hire dropped from 15–20 minutes to just 3–5 minutes.
- Monthly people-data reporting dropped from two full days to about an hour — roughly three weeks saved annually — and leadership can now answer workforce questions in seconds instead of digging through reports.
- Since implementing Bob, Mejuri has opened 22 new stores without adding headcount to its People team.
- Bob’s survey tools help Mejuri synthesize feedback from hundreds of employees at scale, effectively shaping new People programs as the company grows.
