Business Case - dfcu Bank Proposal | July 2026 | Confidential
Please access this document via the main proposal.
This document supports your internal business case for Finance and EXCO approval. It covers the realistic cost of building equivalent capability in-house, six evaluation questions to ask any talent management partner, and a summary comparison. All figures reflect the Phase 1 scope: 200 critical roles across EXCO, DF10–DF13 band (Branch Managers, Sector Heads, and Key Relationship Managers).
To deliver the same capability that TMaaS provides, dfcu Bank would need to hire, license, and manage the following roles and systems. These figures represent conservative annual estimates for a Ugandan banking context.
| Capability | Role / Resource Required | Skills Needed | Estimated Annual Cost (USD) |
|---|---|---|---|
| Talent technology platform | HRIS / Talent Tech Vendor | Enterprise software procurement, IT integration, vendor management | $45,000 - $80,000 |
| Talent assessment | Talent Specialist / Behavioural Assessment Lead (1 FTE) | 360° behavioural assessment facilitation, Talent Genome competency framework, succession analytics, report writing | $28,000 - $42,000 |
| Succession planning | Talent Management Specialist (1 FTE) | Succession methodology, stakeholder management, data analysis | $22,000 - $35,000 |
| People analytics | HR Data Analyst (1 FTE) | SQL, Tableau or Power BI, HR metrics, data storytelling | $18,000 - $28,000 |
| Change management & training | L&D / Change Specialist (0.5 FTE) | Change methodology, facilitation, training design | $12,000 - $18,000 |
| Technology integration & maintenance | IT / Systems Integrator (project) | API integration, data migration, ongoing maintenance | $15,000 - $25,000 |
| Estimated Total Annual Cost (Internal Build) | $140,000 - $228,000 | ||
Note: These figures exclude one-time recruitment costs (typically 15-20% of annual salary), technology implementation costs (typically $30,000-$60,000 for enterprise HR systems), and the 12-18 month ramp-up period before the team is fully operational. The TMaaS Phase 1 investment of $52,400 delivers equivalent capability from week 1, with no recruitment risk or implementation delay.
Use these questions to evaluate Peopletree Group and any other provider you consider. They are designed to surface the real differences between vendors - not just feature lists.
Ask for a specific case study from a bank or financial services organisation with a branch network operating in Africa. Generic case studies from unrelated industries or markets are not sufficient evidence of fit for dfcu Bank's operating environment.
Ask for a specific week-by-week implementation plan. Any provider unable to commit to a 6-8 week Phase 1 timeline for a focused critical-roles population of 200 people is likely to require a longer, more complex implementation.
Understand whether you get a named, dedicated team or a shared resource pool. Shared resources typically mean slower response times and less institutional knowledge of your context.
Ask specifically about the integration method - API, spreadsheet upload, or database view. Understand the IT effort required on dfcu Bank's side, who owns the integration maintenance, and whether the platform can consume data from your existing payroll and HRIS without a full migration.
Understand the Year 2 commercial structure before committing to Phase 1. Professional fees should reduce materially in Year 2, reflecting the shift from implementation to ongoing enablement. Ask for a specific indicative figure so Finance can model the multi-year cost.
Ask for specific certifications (SOC 2 Type II, GDPR), hosting location, and AI data handling policies. Understand who owns the data and what happens to it if the engagement ends.
Across the dimensions that matter most for dfcu Bank's current situation, TMaaS compares favourably to the internal build option on cost, speed, risk, and capability depth.
Business Case - dfcu Bank Proposal | July 2026 | Confidential