Tech Scale-up
A fast-paced tech scale-up with a global presence. Their team of approximately 100 spans 6 countries.
The Challenge
The business had recently undergone a merger that brought together four separate companies.
The internal HR team, made up of a Head of HR and one HR Coordinator needed extra support during this transitional phase. A year on from the merger, the business structure was still evolving, and they required additional HR expertise that was outside the capabilities of the small internal team.
Our Solution
Our approach
Over two years our team partnered with this client through a flexible HR support membership. This allowed the business to adjust our level of involvement based on their changing needs. Our partnership evolved in three phases.
Providing expertise to internal HR team
Davy Partners came on board as the organisation began a restructure, initially to provide advice on the transition and resulting redundancies. While leading the process with empathy for all involved, our aim was to reduce risk and ensure every step met legislative requirements.
We worked closely with the executive team and legal advisors in NZ and UK, to plan the process; offering guidance on the best approach, clarifying employee entitlements, and outlining employer obligations. We supported leaders in delivering clear communications and played a key role in managing the consultation and redundancy process. This included end-to-end support, from drafting letters and employee communications to and attending redundancy meetings and facilitating employee offboarding logistics.
Short-term maternity leave cover
After supporting the business for several months, we were asked to temporarily step into a more hands-on role when a member of the internal HR team took maternity leave. Already familiar with the team and business context, we were able to quickly increase our HR membership hours and cover the role without any disruption to their business operations.
This arrangement helped our client avoid the time and cost involved in recruiting or contracting a short-term replacement. During this time, we provided BAU HR advisory expertise and additional project support while a new HRIS was implemented.
Outsourced Head of HR role
Eighteen months after we commenced, the internal Head of HR role became vacant following a resignation. This provided the business with an opportunity to review the future requirements of the position as they prepared for future global expansion. To facilitate this review period, there was a need for someone to step into the role quickly to provide HR leadership.
We were able to scale our support once again, taking on the role of Interim Head of HR, continuing to advise the executive team, and managing the internal HR team, which had grown to include two HR Advisors. This interim solution helped maintain continuity and momentum for the business while they continued to evaluate their future HR requirements.
The Results
Through our partnership, the business was able to access senior HR expertise, additional hands-on support and HR leadership when needed. The flexibility of outsourcing meant our level of involvement could easily be adjusted as needed and saved the business the hassle of recruiting contract roles at short notice. This flexible HR support meant the HR function remained responsive, compliant and aligned with the business’s strategy during a transitional phase.