The INCEP People Functions Solution_

THE CHALLENGE

An extended internal leave created a temporary leadership gap within the client’s HR Operations function.

The organization needed to maintain continuity across a broad range of operational responsibilities without placing additional pressure on the existing HR team.

This was not simply an administrative backfill. The client needed someone experienced enough to take ownership of HR operations, manage priorities independently and partner confidently with stakeholders across the wider business.

WHAT THEY NEEDED

The client required an experienced HR Operations professional who could support:

• Day to day HR operational leadership, managing a team of 5
• Employee lifecycle processes
• HR process standardization and continuous improvement
• Workforce reporting and operational analytics
• Compliance and governance
• Process documentation and operational controls
• Cross functional partnership with HR, Payroll, Finance and IT
• Identification of opportunities to improve efficiency and employee experience
• Support for HR teams and business leaders

THE CHALLENGE

The institution had recently started implementing both Workday HCM and Workday Financials, creating additional pressure across the existing finance team.

The Controller and the CFO needed to spend significantly more time supporting the implementation, but day to day accounting responsibilities still needed to be managed effectively.

Rather than simply hiring additional administrative support, the client needed someone experienced enough to operate at CFO / Controller level, while also being willing to remain hands on with responsibilities such as accounts payable, month end activity and broader accounting operations whilst helping support a team of 5.

The requirement was further narrowed by the preference for someone with experience in Engineering / Manufacturing background, alongside the need to work onsite four days per week.

WHAT THEY NEEDED

The client required an experienced accounting professional who could provide immediate operational capacity while remaining flexible around the level of work required.

Key requirements included:

• CFO or Controller level experience
• Month end close and general accounting support
• Accounts payable and day to day finance operations
• Ability to take ownership of specific accounting areas and strategic mindset
• Experience supporting Controllers and senior finance leadership
• Flexibility to work across both detailed operational work and higher level accounting responsibilities

THE CHALLENGE

The organization was going through significant technology and process change as part of simultaneous Workday and Jira implementations.

While the systems formed the backdrop to the project, the client needed dedicated expertise to manage the impact on its people. Employees across different business areas and locations needed to understand what was changing, how new processes would affect them and what would be required to successfully adopt new ways of working.

The requirement was made more challenging by the organization’s geographical footprint. Although headquartered in San Francisco, the business operated across multiple US locations and needed a consultant willing to travel and provide onsite support throughout the project.

WHAT THEY NEEDED

The client required an experienced Change Management professional who could take ownership of the change workstream and operate across both strategic planning and hands on delivery.

Key requirements included:

• Developing and executing the overall change management strategy
• Assessing organizational and stakeholder impact
• Identifying barriers to change and developing mitigation plans
• Developing training, documentation and awareness materials
• Supporting employee engagement and adoption across multiple US sites
• Working closely with senior leadership and cross functional teams
• Monitoring change and adoption metrics and adjusting plans where required

THE CHALLENGE

The client was in the middle of a significant payroll transformation when the existing Payroll Director left unexpectedly.

The timing created an immediate leadership gap across a business-critical function. Alongside maintaining day-to-day payroll operations, the organization was also managing parallel testing, reconciliation and preparation for its transition to Workday Payroll.

The client needed someone who could step into a senior leadership position quickly, provide stability to the payroll team and operate effectively within an active transformation environment.

WHAT THEY NEEDED

The client required an experienced payroll leader who could:

• Provide immediate leadership across the payroll function
• Support and guide the existing payroll team
• Maintain continuity across day to day payroll operations
• Work effectively within an active Workday Payroll implementation
• Support parallel testing and go live readiness
• Partner with senior HR, Finance and project stakeholders
• Help manage priorities during a period of significant organizational change
• Operate independently while the organization considered its longer term leadership requirements