A growing financial services firm was adapting to a significant shift in customer behavior as in-person banking traffic declined and digital channels became the preferred way to engage.

To optimize its footprint, the organization made the decision to close a number of physical branches. The challenge was not just operational. It was talent related.

While roles tied to those locations were being eliminated, the company had ongoing hiring needs across other parts of the business. Leadership wanted to:

• Retain high-performing employees with strong cutlural alignment
• Minimize the loss of insitutional knowledge
• Reduce the cost and time associated with external hiring
• Maintain employee engagement during a period of change

Traditional approaches would have treated this as a separation event. The company took a different approach and prioritized internal mobility.

ZRG Bravanti was engaged to help retain and redeploy talent by equipping employees with the tools and confidence to transition into new roles within the organization.

Client outcome summary

ZRG Bravanti helped the organization shift from a separation-focused approach to a retention-driven strategy, enabling it to preserve talent, reduce costs, and strengthen its workforce during a period of operational change.

The process

ZRG Bravanti partnered with

• HR and talent teams overseeing workforce transitions
• Employees impacted by branch closures
• Hiring managers seeking to fill internal roles
• ZRG Bravanti career coaches providing one-on-one guidance

This ensured alignment across both talent supply and demand within the organization.

The solution

ZRG Bravanti implemented an internal mobility and career coaching program designed to retain talent and accelerate redeployment into open roles. ZRG worked with the client to:

• Understand the scope of impacted employees and open roles
• Identify barriers preventing internal mobility
• Align on the need to preserve engagement while enabling transition

The diagnostic revealed that many employees had transferable skills but lacked the confidence, positioning, and guidance to pursue new internal opportunities.

Program design and execution

ZRG Bravanti delivered a structured coaching program focused on enabling successful internal transitions.

Individual career coaching

Employees received targeted support to:

• Identify and articulate transferable skills
• Position themselves effectively for new roles
• Build confidence in pursuing different career paths within the organization

Coaching also focused on helping employees envision how new roles would align with their capabilities and long-term goals.

Internal interview and application support

ZRG Bravanti guided employee through:

• Internal job application systems and processes
• Resume development tailored to internal hiring criteria
• Interview preparation specific to internal mobility

Employees were coached to “screen themselves in” by clearly connecting their experience to the requirements of open roles.

HR and talent alignment

ZRG Bravanti partnered with HR teams to:

• Align employee skillsets with available opportunities
• Facilitate stronger matches between candidates and roles
• Support a more efficient internal hiring process

This created a coordinated approach that improved both candidate readiness and hiring outcomes.

The evaluation

ZRG Bravanti measured success through:

• Retention rates of impacted employees
• Speed and effectiveness of internal role placement
• Employee confidence and engagement levels
• Feedback from both employees and HR stakeholders

This ensured the program delivered both talent outcomes and business value

Immediate impact

ZRG helped the organization retain key talent during a period of change:

• Employees gained conficence in navigating internal oportunities
• Open roles were filled more quickly with qualified internal conadidates
• Reduced reliance on external hiring

Long-term impact

The program delivered lasting organizational benefits:

• Retention of insituttional knowledge. Employees remianed within the orgnaization, preserving expertise and cultural alignment.
• Reduced hiring and onboarding costs. Internal mobility lowered the time and expense required to fill critical roles
• Improved employee engagement and loyalty. Employees felt supported during transition, strengthening their commitment to the orgnaization.
• Increased organizational aglity. The compnay became more effective at t redeploying talent in rseponse to changing business needs.

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