Compare 13 Microsoft Viva implementation partners delivering employee-experience programmes across Viva Engage for community and leadership communications, Viva Insights for productivity analytics and manager nudges, Viva Topics for knowledge discovery, Viva Learning for L&D aggregation, Viva Goals for OKR management, Viva Glint for engagement surveys, Viva Pulse for shorter team check-ins, and Viva Sales for relationship analytics. Engagements cover the licensing and tenant-architecture decisions, the Microsoft 365 Copilot interplay where Viva surfaces context, the change-management plan for adoption, the integration into existing HRIS, LMS, and CRM estates including Workday, SAP SuccessFactors, Cornerstone, Degreed, and Salesforce, the privacy and works-council impact assessment, and the analytics-and-reporting layer feeding leadership dashboards. Listings cover Microsoft Solutions Partners with Modern Work designation, Big Four employee-experience practices, India-heritage SIs, and the Viva pure-play boutiques. No partner pays for placement on this directory.
Viva engagements break into four typical workstreams. Module selection and licensing, where the partner maps the employee-experience strategy against the Viva module catalogue, decides which modules to deploy in the first wave (typically Engage and Insights), validates the licence stack across the Viva Suite, Viva Communications and Communities, Viva Workplace Analytics and Employee Feedback, and the standalone modules, and rationalises overlap with existing Workday Peakon, Glint legacy estates, or third-party intranets. Configuration and integration, where the partner stands up the Engage communities and storyline experiences, configures Insights with the right metric-population and personal-versus-manager scopes, builds the Topics curation and source-content governance, integrates Viva Learning with Workday Learning, Cornerstone, Degreed, LinkedIn Learning, and SAP SuccessFactors Learning, integrates Viva Goals with OKR data sources, and connects Glint or Pulse surveys into the HRIS employee-record. Change management and adoption, where the partner builds the executive-sponsor pack, the manager-cohort training, the persona-led adoption journeys, and the Champion network. Analytics and governance, where the partner stands up the leadership dashboards, the privacy and works-council impact assessment, the data-residency and retention policies, and the metrics review cadence.
Three procurement archetypes recur. Avanade and global SIs (Accenture Microsoft Business Group, Capgemini, plus Big Four employee-experience practices at Deloitte, PwC, KPMG) lead where Viva sits inside an enterprise Modern Work or Microsoft 365 Copilot programme, the buying centre includes the CHRO and CIO, and the engagement bundles platform delivery with leadership analytics. India-heritage SIs (TCS, Infosys, Wipro) lead on factory adoption rollouts, large multinational employee bases, and sustained adoption-operations at predictable cost. Modern Work specialists and boutiques (Content+Cloud, CoreBTS, Valo, Withum) lead on the deepest Engage and Insights configuration, the works-council-sensitive deployments in EMEA, and the intranet-plus-Engage convergence work where general SIs lack Modern Work depth. Friction point: Viva Insights data is sensitive employee productivity telemetry and triggers works-council review in Germany, France, and the Nordics; programmes that skip the impact assessment or roll out manager-personal Insights without sign-off routinely face suspensions and rework, with delays of 3-9 months common in EMEA.
For complementary research see intranet platforms, learning management, OKR platforms, employee engagement surveys, and knowledge management. For adjacent services see Microsoft 365 Copilot, Microsoft implementation, Workday implementation, SuccessFactors implementation, change management consulting, and Microsoft Power Platform.
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