International company needed to review its operating model

· Moderated senior leadership team discussions on objectives of change and main KPI for tracking of successful change
· Set up of various workstreams with subject matter experts on key design topics
· Country visits to discuss how to operationalize designs
· "Pre mortem discussions" on what could go wrong to identify loopholes
· Go-live in three phases to ensure teams can handle change impact

Year-on-year cost base decrease of 1pp OPEX

More streamlined organization where processes, KPI and incentives are aligned

New people strategy needed to support change in business strategy

· Review of business strategy, objectives, target customers and markets
· Translation into ideal regional talent footprint, capability needs, quantitative FTE requirements, impact on leadership requirements, etc.
· Various stakeholder discussions for buy-in and finetuning

· Year-on-year turnover increase
· Efficiency gains in HR team of 10%

Long-term (5 year) aspirational people strategy with annual operational plans for HR teams, connected to annual budget cycle

Leadership team needed focus on next year's plan

· Introduction meeting with leadership team to gain buy-in
· One-on-one interviews with each leadership team member on challenges and opportunities
· Design of 2-day workshops together with team's manager
· Specific focus on action planning and decision making styles to build on team's needs

Through-put time for action planning decreased by 6 weeks

The team developed their own action plan and developed a method for prioritizing new requests