A hospital’s VP, HR envisioned a restructure of his HR department where roles would be matrixed to an unusually high level, with staff matrixed and double-hatted. Given the complexity of the design, he felt the need for an objective 3rd party to work with his HR staff in creating their job descriptions, market pricing each…
The F100 division’s President needed to halt the exceptionally high cost from 50% manager turnover per year. And, Corporate HR did not have time to support this effort. We were already working with them on a competency modeling project to shift IT platforms and were top of mind. We advised it would take about a…
A rapidly growing, global high tech manufacturer with strong R&D function, had been operating quietly and growing moderately on a sizable campus in Connecticut. Due to shifts in locations of production lines and substantially increased demand for products, their staffing needs were about to skyrocket from a level of thirty-five hires per year to sixty…
Sought out by the General Counsel who wanted to assure this new business owner of HR compliance for this established firm, we were also queried about our ability to help them create job descriptions and an employee handbook. In gathering information from the CEO, we learned that work was being bottle-necked with the owner’s directive…
The HRC was brought into a Fortune 500 utility to transform the performance of two dozen business line-supportive HR professionals and managers, most of whom were operating as transactional service providers. We conducted individual interviews with HR and non-HR executives to understand the organization’s needs and resistance to gains through HR. In partnership with the…