Support Staff Transition - Major Structural Change - Global HR

The Client

A Senior Executive of a global mining company undertaking a substantial restructure to introduce a new HR business model internationally.  This Executive had responsbility for staff capability development to support the new business model.

The Brief

During a major restructure a number of HR staff were appointed to changed roles on an interim basis with confirmation in these roles subject to demonstrated proficiency.  The management team had established this principle and required a procedure to enact it.

Decision makers sought a robust, quality assured process be undertaken before final placement of staff to roles.  A key objective was to ensure staff were treated fairly and given effective support through their managers in taking on new/changed roles.

HR Advantage was engaged to provide advice and practical implementation assistance.

Our Response

Due to the size, scope and complexity of the HR redesign there was significant confusion about transition processes.  There was a need for clarity, guidance and clear communication about expectations and procedures.

We worked initially with the responsible Executive to define key principles and a process that would satisfy the management team's need for a robust, consistent approach.  Our initial policy work was used by the Executive to gain management team endorsement.

We then developed practical tools to assist managers to conduct targeted assessments and enact development action plans for affected staff.

To implement these we held one on one discussions with all managers involved (some 60 people globally) to discuss their individual circumstances, staff affected, share assessment and development action plan templates, and help identify issues, concerns, opportunities and solutions based on their particular staff circumstances.

We provided a communication link feeding back to the responsible Executive to advise on key issues arising and how these were being addressed. We also provided a conduit for clarifying information and connecting key people across the group.  

The Results

Our policy work provided a framework of key principles for the management team which supported them in their governance role in finalising placements for affected staff.

Our tailored assessment and development action planning templates provided guidance and structure for managers to use in undertaking focused discussions with their affected employees.

Key to this was to ensure an early assessment was made with development actions put in place well before the final decision making deadline.  This meant affected staff had the opportunity to obtain feedback on their strengths and to address capability gaps with their managers early, on a 'no surprises' basis.  In a situation of uncertainty due to significant business changes, this provided welcome clarity and guidance.

Managers provided very positive feedback and welcomed our guidance and input.  Managers appreciated the support provided including the ability to discuss the circumstances of affected staff with an independent party and for the guidance provided, the process and templates.  These were seen to be practical and highly targeted to their needs.  Managers gained confidence in a consistent process being used throughout the business to support the fair treatment of staff involved regardless of location.

The Executive managing the process provided positive feedback about our ability to develop and structure a practical approach, and to execute it, working positively to support people across the business, and providing clarity during a sensitive and complex transition process.