How Should HR Business Partners Navigate Major Team Restructures? A Real-World Case Study

The Role of HR Business Partners in Organizational Change

HR Business Partners have a critical role to play, whether it is for integrating a new acquisition or dealing with major changes in the internal structure. This is due to the knowledge and reach they have across all areas and functions of the business.

Current Organizational Change Scenario

Your organization is amidst one such change, and the senior leadership looks up to your expertise to shape a change management plan. A big restructure is on the cards—the marketing team will be shrinking in size because of the renewed marketing strategy and outsourcing of some specialized marketing activities to our external partners. This means that some roles will shrink in size, some roles will become more strategic, and there will be some role redundancies as a result. The marketing team, currently consisting of 30 members, will be reduced to 17.

Current Team Composition

The team currently consists of:
- 24 Marketing Executives
- 4 Online Marketing Team Leaders
- 2 Senior Managers

Planned Changes

The plan is to reduce the executive count to 14, the TL count to 2, and the SM count to 1. This necessarily means making 10 executives, 2 TLs, and 1 SM role redundant. One Senior Manager who will be retained will move to a more strategic role. The marketing team is anticipating a change due to sudden frenzied activity over the last few weeks and a few hearsay moments, which has resulted in a somber mood within the team.

HRBP's Involvement and Execution Strategy

As an HRBP, you are expected to be actively involved in the planning and execution of this major change and extend complete support to the business. Give a presentation on your approach to your involvement and execution to initiate this activity and bring it to closure.

As an HR Business Partner (HRBP) tasked with managing the significant change within the marketing team, it is crucial to approach this restructuring with sensitivity, clear communication, and strategic planning. Here is a structured approach to your involvement and execution to successfully navigate this change:

Understanding the Situation
- Conduct a thorough analysis of the current marketing team structure, roles, and responsibilities to identify redundancies and areas for strategic realignment.
- Engage with senior leadership to gain insights into the rationale behind the restructuring and the desired outcomes.
- Assess the impact of the change on employees, considering factors like job security, morale, and skill realignment.

Developing a Change Management Plan
- Collaborate with key stakeholders to design a comprehensive change management plan that outlines the objectives, timeline, communication strategy, and support mechanisms for affected employees.
- Clearly define the criteria for role redundancies and the selection process for employees who will be retained or transitioned to new roles.
- Provide training and resources to managers and team leaders on how to communicate the changes effectively and support their teams through the transition.

Communication and Employee Engagement
- Communicate the restructuring plan transparently and empathetically to all employees, emphasizing the reasons behind the change and the support available during the transition.
- Conduct individual meetings with employees affected by role redundancies to discuss their options, provide career counseling, and address any concerns or questions they may have.
- Foster open dialogue and feedback mechanisms to ensure that employees feel heard and supported throughout the change process.

Implementation and Follow-Up
- Execute the restructuring plan in a phased manner, ensuring a smooth transition for both departing and retained employees.
- Monitor the progress of the change implementation, address any emerging issues promptly, and make adjustments to the plan as needed.
- Provide ongoing support, coaching, and development opportunities for employees in their new roles to facilitate a successful transition and maintain team morale.

By following this approach, you can effectively lead the change management process, mitigate resistance, and ensure a successful transition for the marketing team amidst the restructuring. 🌟