Client Spotlight: Flexible HR for a scale-up navigating change

One of the major benefits our clients experience when outsourcing their HR is the flexibility to adapt their level of support as their business changes. Here’s a real-life example of what that flexibility looks like in action!

About our client

Over two years, our team partnered with a fast-paced tech scale-up with a global presence.

Having recently undergone a merger that brought together four separate companies, unifying their team of over 100 people across six countries became more important than ever. As the business was still evolving they required additional HR expertise to supplement their small internal team.

Through outsourcing, our client was able to adjust our level of involvement based on their changing needs, with our partnership evolving over three  phases.

Our HR Partnership

Phase 1: Supplementing the existing HR team’s expertise

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.

Phase 2: 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.

Phase 3: 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.

Interested in how outsourced HR could work for your business?

Reach out to our team or book a call to chat through what you need.

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