How TMLT Automated HR and Benefits with Workday GO
June 16, 2026
Share this article
Workday Case Study
Texas Medical Liability Trust (TMLT), a medical malpractice insurer, had outgrown a legacy HR system held together by manual workarounds. When a failed open enrollment became the breaking point, TMLT partnered with Three Link Solutions to activate Workday GO in just three months. The result: a fully automated performance review process, a dramatically simplified open enrollment, and a platform built to grow with them.
Why Switch to Workday GO
Disconnected Systems and a Broken Enrollment Process
Texas Medical Liability Trust (TMLT) provides medical malpractice coverage to over 20,000 physicians and has served the healthcare community since 1979. With 185 employees, they managed HR and payroll through disconnected platforms, relying on manual processes and email chains to fill the gaps.
However, open enrollment became the flashpoint to look for a better HCM system.
“Our legacy systems with benefits and different HRIS modules didn’t talk to each other, so open enrollment was more of a manual process than we expected. When the open enrollment process wasn’t working, it was very stressful; it was the straw that broke the camel’s back,” stated Angela Bitzer, VP of HR and Administrative Services.
TMLT had heard of Workday through peers in their industry association; both larger organizations that raved about the platform and said they would never go back. But Bitzer and her team assumed Workday wasn’t built for a company their size.
That changed when their former salesperson – someone they trusted – moved to Workday and reached out. She introduced them to Workday GO, a purpose-built offering for smaller organizations.
“Because we had less than 200 employees, we thought that we would never be able to utilize Workday, but once we talked with our salesperson about it, we jumped in with both feet.”
Objectives for Workday Activation
Replace Manual Workflows With an Efficient, Connected System
TMLT came to Workday GO with clear pain points and equally clear goals. They wanted to eliminate the manual workarounds that had become the norm – not just in open enrollment, but across core HR processes.
Their performance review cycle was another example of the inefficiency they were living with. Every March, TMLT ran all 185 annual reviews simultaneously. The process relied entirely on email: forms sent out, forms returned, reviews filed manually. It worked, but it left a lot to be desired.
Beyond fixing what was broken, TMLT wanted a platform that could grow with them – one they could configure over time to serve both employees and managers, without the rigidity of a plug-and-play system.
Implementation With Workday Partner
Weekly Touchpoints and Honest Collaboration
Three Link Solutions led the Workday GO activation process, with TMLT going live at the beginning of the year – a three-month implementation that ran straight through the holiday season.
TMLT was candid about the experience: three months was fast, but the Three Link team provided clarity and was responsive throughout the process.
“The weekly calls and the people on the project made a real difference. Our project manager was always available when we needed him,” said Bitzer.
Her advice to others going through a similar implementation: ask questions upfront about the scope and how the implementation partner will work with your team. That type of prep work helps set expectations and align stakeholders for more efficiency.
Workday GO Value and Efficiency
Automated Reviews, Simplified Enrollment, and Confidence in Accuracy
In just five months, the ROI of Workday GO has already been felt in two major areas.
Performance Reviews
The transformation was immediate. A manual process that had been done through email – forms sent, reviewed, returned, filed – now runs entirely through Workday’s automated review workflow.
“We had been doing all of our performance reviews by email every March, so we had 185 emails going back and forth. It was a manual process. We’re seeing a lot of efficiencies now with Workday, but just the automation of the review process alone was invaluable.”
Angela Bitzer VP of HR and Administrative Services, TMLT
She was able to take this result directly to her CEO as proof of ROI: a concrete, measurable win in the first quarter after go-live.
Open Enrollment
TMLT recently ran their mid-year open enrollment in Workday for the first time. The contrast with the prior year was dramatic. Rather than manually reviewing and approving each employee’s elections, the team simply ran two reports.
Workday’s configuration handles the guardrails automatically. Employees can’t enroll in conflicting plans, and the system flags exceptions without requiring HR intervention on every case.
“We were surprised that we didn’t have to look at and click on everything to approve it. We can see who enrolled and what changes they made just by running two reports,” Bitzer shared.
What’s Next
Manager Self-Service and Targeted Optimization
After go-live, TMLT engaged Three Link’s Workday Whisperer program for strategic guidance and application management services (AMS) for executional support to address enhancements and learning curve needs throughout their first year. The support has helped the team build confidence in the system while working toward advancements.
Now that TMLT has navigated their foundational firsts – performance reviews, open enrollment, and payroll increases – they are setting their sights on expanding what managers can do in Workday. The roadmap focuses on manager and employee self-service features that further streamline day-to-day operations.
Bitzer describes the system as the opposite of the static, plug-and-play platforms they’d used before. It can evolve with the organization for years to come.
