The Challenge: No HR Capability During a Major Business Shift
The organisation had previously relied on a transactional HR position, which had since been vacated and not replaced. A business consulting firm had already mapped out the operational side of the digital transformation, but identified a critical gap in the company’s people and culture capabilities.
The new CEO recognised that employee engagement, capability and leadership alignment would be essential to delivering the transformation successfully. With no dedicated HR lead, the business needed an experienced partner to guide the people strategy.
Our Solution: Strategic Planning and On-the-Ground Implementation
Amplify HR partnered with the CEO and leadership team to design and implement a 12-month People and Culture plan. This included:
- Conducting a staff engagement survey to understand current sentiment and surface key concerns.
- Developing a strategic plan aligned with business goals and transformation milestones, using our Find Grow Keep methodology.
- Working closely with leadership to build awareness, accountability and support for people-focused initiatives.
- Identifying and mentoring an internal team member to transition into the HR Manager role, ensuring long-term sustainability.
- Providing ongoing support to roll out initiatives and embed changes into day-to-day practice.
The Results: Engagement and Capability That Enabled Transformation
Digital transformation isn’t just about systems — it’s about people. By partnering early to embed people strategy into their change plan, this organisation achieved lasting cultural improvements, developed internal HR capability, and delivered a major business milestone without losing momentum.
- Year-on-year improvement in employee engagement, with stronger satisfaction and trust in leadership.
- Reduced turnover and higher retention of critical team members during a time of significant change.
- Successful delivery of the digital transformation project — on time and on budget — with strong employee buy-in.
- Established an internal HR capability, with the newly developed HR Manager continuing to drive people and culture initiatives beyond the project.
Business Impact
By embedding people and culture into the transformation strategy, the organisation avoided common pitfalls of change programs — such as disengagement, turnover, and resistance to new systems. The project not only delivered its technology goals but left a legacy of stronger internal capability and a more connected, aligned workforce.
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