Client: Leading Global Oil and Gas Company

The context

Vertically integrated business units were divesting a major portion of their operations to prospective buyers and were in the process of designing and staffing the new organization, and managing transitions for impacted employees. Aggressive timelines were established to prepare the divested businesses for sale, and to re-establish continuity of the retained businesses as quickly as possible. Our client needed a partner to facilitate organization and role design, implement the selection process to staff the new organizations, manage complex selection data, and provide project management, change management, and communications.

Our approach

ZRG's approach was to directly engage impacted employees and bring together stakeholders to develop comprehensive solutions. Key activities included the following.
Business Unit 1:

• Worked directly with the newly appointed leadership team, HR, and legal teams to design the future-state organization and roles, creating more than 250 role profiles
• Designed, managed, and implemented the selection process, tools, and communications; trained HR on the selection process
• Facilitated cross-functional selection panels with senior leaders and worked collaboratively with the team to finalize difficult selection decisions
  

Business Unit 2:

• Partnered closely with HR team and leaders to finalize role profiles for the national organization, as well as design and implement a robust selection and communication process to keep employees informed and engaged, including online surveys, memos, FAQs, and leader talking points
• Deployed selection process involving more than 600 employees; trained HR to administer selection panels across several locations and functions; coordinated dozens of selection panels with leaders, providing data analysis, consolidation and reporting as needed
  

The results

Business Unit 1:

• Engaged employees and leaders to create separate organization structures and deliver a robust, compliant selection process in an accelerated timeline
• Balanced constituencies effectively –more than 75% of employees received a role in which they expressed interest; talent was deployed effectively across both business units
  

Business Unit 2:

• Ensured employees impacted by multiple rounds of the selection process provided input and were considered for the best-fit roles
• Managed complex information for hundreds of employees and roles in a very compressed timeframe; provided leaders accurate real-time data throughout the process
• Conducted a fair, consistent, and compliant selection process, balancing employee and company needs
  

Our expertise

Assessment and Selection, Role Design, Change Management and Communications, Project Management, Outplacement

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