Welcome to Leon Advisors!
CASE STUDIES
OUTSOURCING - Procure to Pay
Change Management Strategy | Training | Communications:
Background:
As part of a global operating model re-design, the P2P (Procure-to-Pay) function of this retailer was strategically outsourced and offshored to streamline operations. The existing team played a crucial role in training the new team on core processes, policies, and ways of working. Ensuring the smooth cultural integration of the new team was identified as a key success metric.
Solution:
The legacy team had been supporting the business in the same way since its inception, with critical knowledge residing largely in individual team members. This posed a significant risk to the outsourcing strategy.
- We developed a comprehensive, multi-stream strategy to capture essential information, processes, and procedures.
- This information was then documented and used to transfer knowledge to the new team in India.
- Our approach included a combination of online courses, 1-on-1 shadowing, formal documentation, and gamified learning experiences to ensure a successful go-live and aftercare period.
An overarching communications strategy complemented the knowledge transfer process, keeping end-users informed of upcoming changes at every step.
MERGER - cultural integration
Change Management Strategy | Project Execution
Background:
A digital start-up was acquired by a Fortune 100 company for its game-changing analytics platform. With 40 employees working remotely across the US, retaining and preparing them for the culture and ways of working of the new parent company was flagged as business-critical by the C-Suite.
Solution:
Recognizing the value of the company's exceptional talent, we developed a unique communications and training package to facilitate the transition. Our approach included:
- Cultural Orientation: Helping each employee understand the culture, policies, and norms of the new company.
- Office Integration: Providing information on the new office layout, processes, and tools available to them.
- Employee Engagement: Rolling out clear "What's In It For Me" (WIIFM) employee engagements to emphasize the benefits of the transition.
Our efforts resulted in a seamless cultural integration for the team, ensuring that employees were well-prepared and fully onboard with the new environment.
HR OPERATING MODEL TRANSFORMATION
Transformational Change Leadership | Project Management
Background:
A Middle East-based family business, the largest luxury building contractor in the country, faced rapid growth that outpaced the capacity and functional limitations of their Human Resources department. With over 4,000 employees, a decision was made to modernize the HR function with new technology and a fresh operating model.
Solution:
We were tasked with leading the new vision for the HR department and implementing necessary changes without impacting day-to-day operations. Our approach included:
- Team Restructuring: We reorganized the HR team into functional pillars led by experts in Payroll, Benefits, and Employee Engagement. This provided clearly defined roles for HR employees, who had previously been generalists.
- Digitization Initiative: We launched a comprehensive digitization project to convert fifty years' worth of personnel data from paper-based records to an online system. This included also creating an employee self-service portal.
- ERP System Implementation: We implemented a modern ERP system to consolidate the company's outdated payroll, accounting, and timecard management systems, streamlining HR processes and enhancing efficiency.
Our strategic leadership and project management resulted in a modernized HR function that could effectively support the company's growth.
Corporate HQ relocation
Change Management Strategy | Project Execution
Background:
A leading global retailer, with a 100-year history of having its headquarters in the suburbs, faced rapid projected growth in an economy with a competitive war for talent. This led to an executive decision to relocate over 800 employees to a new HQ building in the heart of the city.
Solution:
We spearheaded the Change Management Work-stream, ensuring strong executive sponsorship from Day 1. Our approach included:
- Employee Engagement Plan: Developing a comprehensive plan to engage employees throughout the transition.
- Communication Strategy: Implementing a multichannel communication strategy to keep employees informed and involved, including executive updates, Q&A sessions, newsletters, and group activities.
- Training Program: Creating a robust training program to help employees navigate their new environment. This included training on new commute routes, wayfinding, conference room bookings, storage solutions, and amenity maps.
The strong engagement and thorough training ensured that the move was successful and had minimal disruption to business operations.