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Case Study from the Engineering Industry

Now Actually can execute change management in a positive way, as well as undo poor HR foundations and establish new…

Now Actually executes change management in a positive way, and undoes poor foundations to establish new ones.

The Challenge

  • Leadership had concerns about compliance gaps and lack of confidence in the internal HR Manager’s strategic capabilities given the strength was in Learning & Development.
  • HR practices were inconsistent and lacked a structured approach to onboarding and offboarding, performance management, and compliance with legislative requirements. This included workplace policies and casual conversion frameworks.
  • The HR Manager, specialising in Learning & Development, struggled to address broader HR requirements, such as aligning recruitment strategy and career development with long-term business goals, and compliance with employment legislation and HR best practice, leaving the business exposed to legal and financial risk.
  • There were recruitment challenges for critical roles in a highly specialised industry, which were compounded by unsuitable candidate interview processes.
  • A lack of defined career pathways, succession planning, and performance review frameworks to support their existing Capability Matrix and drive engagement and professional growth for engineers.
  • Requirement for a full review of employee classifications and remuneration to ensure alignment with Modern Awards, accurate classification levels, and compliance with minimum pay rates.

The Solution

  • Now Actually conducted a comprehensive HR Audit to identify compliance gaps, and subsequently prepared new foundational HR documents, including the Employee Handbook, Workplace Policies, and Employment Contracts.
  • Developed frameworks for onboarding and offboarding, performance management, Probation Reviews, and Casual Conversion to ensure compliance with employment legislation and HR best practice.
  • Created Career Pathways for Engineers to provide clarity on professional development opportunities and align employee goals with organisational needs.
  • Designed a Performance Review Framework and Succession Planning documents, which integrated with the existing Capability Matrix, to support structured employee development and leadership and organisational planning.
  • Conducted a full remuneration review of all employees to ensure compliance with relevant Modern Awards, correct classification levels, and minimum rates of pay providing clarity and assurance for both leadership and employees.
  • Delivered virtual training sessions for Senior Employees on HR Foundations.

The Impact

  • Improved compliance and alignment with legislative requirements and HR best practice mitigating legal and financial risks for the business.
  • Enhanced clarity and confidence in HR processes and leadership through structured HR frameworks and documents, supported by training and strategic advice.
  • A Career Pathways framework that clearly defined growth opportunities for engineers, improving engagement and retention, was created.
  • A robust Performance Review Framework and Succession Planning documents enabling long-term workforce planning and aligning individual development with organisational goals were also created.
  • The business got assurance that they achieved compliance with Award classifications and minimum pay rates through a full remuneration review, reducing legal and financial risks.
  • They also got strategic guidance that supported organisational restructuring and clarified role definitions, ensuring the company was equipped to handle growth and development.
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