Brief: This company has 2,000 employees; at the time the HR team weren’t highly visible or trusted and feedback from staff stated a lack of career development opportunities. The CEO wanted HR to become strategic business partners and foster a learning culture globally with critical roles identified and a clear succession plan in place for high potential staff.

What we did

• Assessed and restructured the HR team, coached team members and rapidly built capabilities, credibility and value across the business
• Introduced coaching and targeted training workshops to improve leadership capability and skills across the organisation
• Introduced succession planning, career management tools and mentoring programs

What happened next?

• The HR team received positive feedback on a regular basis
• Key roles were identified globally and 80% of High Potential sales staff had Personal Development Plans, resulting in an increase in internal moves and promotions and an improvement in engagement scores
• The majority of sales leaders took on wider remits following successful development plans
• Employee feedback improved and engagement with tools and programs was high