Now Actually can execute change management in a positive way, as well as undo poor HR foundations and establish new…
10 February 2025
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.
