Case Study 1: Filling the Void
Scenario A: The Human Resource Manager of a Fortune 5 company departed on a 9 month leave of absence.
Response: The need for a superbly-skilled, exceedingly competent albeit temporary HRM who could keep things running smoothly in the absence of the top manager wasn't just important, but mandated.
Proposition: Can a Fortune 5 company identify a senior skill set with management-level insight and have that professional step in to fill the void on a near-term basis?
Action: Through HR OptIn, a seasoned HRM veteran was sourced, briefed and hit the ground running for two 2 days per week over a 9 month period. Stepping in seamlessly, the consultant demonstrated the necessary initiative and continuity of communication and direction to fill the void.
Scenario B: A small company poised for growth had reached the point in their organizational lifecycle where they needed an HRM on staff.
Response: Define not only the scope of the operational requirement but determine the level as full or part time and evaluate the contingency of a gradual phase-in.
Proposition: Can an HR Manager be brought into a growing organization through a managed, transitional approach?
Response: HR OptIn was called upon to provide flexible, part-time HRG support professionally guiding the company through what they needed to do and to know from an HR perspective.
