Project Summary: Interim Human Resources Professional

The Client Profile

• A multi-billion dollar global retail giant with over 3,900 stores worldwide
• Operates within a highly competitive marketplace where finding, developing and retaining top employees is the key driver to success
• Retention issues and low morale were negatively impacting the HR team's productivity

The Client's Issue

After the merger of two giant retailers, the parent organization’s Human Capital team was dramatically reduced by half. The “right-sizing” of the company hit the global HR team hard, preventing it from carrying out critical programs which was having an immediate impact on the company’s ability to find, develop and retain key employees during this critical time of the merger.

The talentRISE approach

We placed an interim HR Professional, with deep expertise in talent acquisition and talent management programs, on-site at the client to supplement the existing HR organization. Our stringent selection criteria helped us deploy a professional who, quickly and expertly, was able to:

• Understand the client’s business needs and challenges
• Connect with existing HR team members who were disgruntled, concerned about their jobs and not focused on results
• Deliver real value (beyond being an “extra body”) through a consultative approach that fostered a collaborative effort between the recruiting, learning, IT and HR functions generating bottom-line results.
• Manage time to stay within a very stringent budget while adding so much value that the return on our client’s investment more than paid for the interim resource
• Help the organization focus on building retention strategies that work and are embraced by not just HR, but by the key business units it supports

The Results

• An improved retention strategy that immediately lowered attrition rates among key high potential employees
• A solid plan to integrate retention programs with talent acquisition and talent development programs
• The client leveraged this key resource to also improve the learning & development programs for transitioning employees, improved onboarding efficiencies and the value proposition for attracting new employees to the company