How Raiffeisen Bündner Rheintal connects HR, line and Workday

We have known Raiffeisenbank Bündner Rheintal since summer 2024. A banking relationship grew into a shared recruiting practice within two years. Today, HR and the respective line managers work with Jobmaps across seven branches in the Bündner Rheintal region, connected to the Raiffeisen Group job portal through Workday. Here is how that connection was built and what it brings the bank.

In summer 2024, Franco Suter, member of the bank's executive board, tested an early version of Jobmaps for one of his own open positions and found it useful. Getting the executive board on board took further sessions in summer and autumn 2024. Two aspects stood out then: the bank's continuous visibility on the Jobmaps map, and open applications via job profiles that collect interest independently of a specific opening. Both struck a chord: a bank visible not only when hiring, and a pool from which positions can be filled. Teamwork came in later: HR and the line work on the same application file rather than in parallel.

In April 2025, Marianne Fasel in HR got access and created the first productive listing for a customer service staff position. After a quick alignment between HR and the line, the questionnaire was shortened and one unclear question was clarified, then the posting went live.

Salome Cadonau, head of HR and dual-track vocational trainer, has been responsible for recruiting since she joined in May 2024 and shaped the tool from the start. On 2 February 2026 she brought in five concrete requests that have moved Jobmaps forward to this day: customisable default text for document requests, CV upload as a mandatory field, free-text instead of multiple-choice in the questionnaire, permissions for more than three people with data protection during role changes, data protection for email notifications carrying application attachments.

By March 2026, the adjustments were live: message templates manageable by the HR team, PDF attachments in notifications turned off, a need-to-know permission model per application. From the test by a member of the executive board, an active HR tool had emerged within just under two years, without an IT project and without a big-bang migration.

Several of these adjustments were requested at the same time by other customers. Default texts and message templates came in parallel from ASVZ in Zurich (see How ASVZ recruits as a team with Jobmaps). A bank in Grisons and a sports federation in Zurich, asking for the same adjustment. A sign that the solutions are not industry-specific.

With a working HR setup in place, the next question arose: how do line advisors get involved without complexity exploding. In a bank, that is not trivial. At Raiffeisen, open positions are managed in Workday, the central HR suite, and published through prospective onto the Raiffeisen Group's internal job portal. Bringing the line into a recruiting tool means connecting several systems, not replacing one.

The answer: a lean connection. The application link from Jobmaps is embedded in the Workday position. The posting continues to flow through prospective onto the Raiffeisen job portal, applications land in Jobmaps, where HR and the line work on them together. No data migration, no double maintenance. The threshold for expansion was low.

A second clarification was needed in parallel. Salome raised the decisive data protection point in February 2026: what does a supervisor see when they get access to the portal after a position is filled, and what happens to the data of past candidates? The answer: need-to-know per application. Whoever is part of the running process sees the file, no one else, not retroactively either. Her question led straight to this model, which made the expansion to the line possible in the first place.

Today, HR and the respective line managers share the recruiting work: a core team with admin access (executive board, head of HR, HR officer), plus line advisors on their specific openings. Seven branches in the Bündner Rheintal, one shared tool, cleanly docked onto Workday, prospective and the Raiffeisen job portal.

The relationship between HR and line managers is the subject of many studies. The SHRM 2024 survey shows: recruiting is a top priority for about four out of ten HR professionals, yet only about half rate their own recruiting effectiveness as good. The numbers describe the field, not a single case. They show: the question is not trivial.

Asked what he would pass on to another Raiffeisen bank after two years, Franco says three words: "I'd say: internal collaboration, communication and process efficiency..."

Internal collaboration works because HR and the line work on the same application file rather than around it. That this works today goes back to Salome's requests from February, which are now firm building blocks in the product. It became possible because the need-to-know logic was settled before the expansion. Communication runs at the object: notes, status changes and messages to candidates live in one place. Process efficiency starts before any CV is reviewed, with five questions the line defined themselves. For a compliance role, 22 applications came in within a week in February 2026. Four top profiles emerged quickly, the rest was cleanly handled without hours of file combing.

This partnership makes us glad. Two years with Raiffeisenbank Bündner Rheintal have built a practice that works inside the bank and shaped Jobmaps as a product. For the openness, the patience and the honest feedback, we are grateful to Franco, Salome, Marianne and their team. And quietly proud to be part of it.

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