Case Studies

Executive Search

New Manager Development

Here are case studies of some of the winning client solutions we have delivered. We thrive on challenges. Let us turn your headaches into success stories!

Change Management for Executive Team

Employee Survey and Focus Group

Strategic Planning Facilitation

Improving Consistency of New Hire Quality

Process Improvements

Motivating Talent in Small Businesses

Gearing Up for Successful Growth

New Restaurant Start-Up and On-Going Human Resources Support

Background:    Specialty pharmaceutical firm needs rock star salesperson ASAP.

Approach:       Creative sourcing, recruiting technology and HR pro interviewer applied to the challenge.

Results:           Senior level pharma salesperson hired within target timeframe and within territory goals.

Specialty pharmaceutical companies with flexible business models have emerged across the country at a rapid pace and are extremely competitive when it comes to gaining market share and hiring top talent. Their success depends upon seasoned sales professionals with knowledge that goes beyond complex drug uses and interactions, to include expertise in disease states, an understanding of the multi-faceted drug delivery systems and even the nuances of billing requirements. When a multi-state boutique pharmacy turned to Peoplescape to recruit one such high-level sales specialist in California on a “rush” basis, we delivered the perfect candidate. Not only did he fit the specific criteria for our client, he had the ability to leverage longstanding physician contacts in the precise territory. His enthusiasm for a pharmacy with an entrepreneurial management style where he could thrive with his own marketing plan, made this match a “win-win.” We, at Peoplescape, attribute our success of this project to creative sourcing, use of the latest recruitment technology, and our HR professional team of interviewers who began with a clear understanding of the client’s needs and direction.

Gearing Up for Successful Growth

A high end Japanese hospitality company sought comprehensive human resources (HR) support on assistance with a full scope HR review and overhaul including, amongst other things: HR strategy and planning, streamlining of processes and procedures and HR system implementation across all branches of US operations. In the absence of an HR presence in the company and with substantial growth taking place, the finance team had a lot on its plate. In the absence of a local HR organization, the company’s CEO reached out to Peoplescape to step in quickly and hit the ground running. Peoplescape mobilized a multi-disciplinary team in a very short space of time and dived in to assist the client consolidate its infrastructure, tools and capabilities in time for its looming launch deadlines.

Peoplescape implemented a full Audit of HR operations and compliance, through to payroll conversion, expatriate immigration, compensation and benefits and developed an Employee Handbook.

Peoplescape showcased its program management expertise by breaking down the project into work-streams and phases, assigning a lead consultant to each work-stream in order to effectively serve the client while being mindful of budget and time efficiencies.

The first work-stream began with an audit of the company’s employee immigration documentation, and an analysis of the exempt or non-exempt employee classifications at the company’s US locations, which included Florida, California and New York. The second work-stream focused on an in-depth audit and analysis of current practices including wage and hour law as well as payroll withholding and deductions. The third work-stream assessed the company in light of the Affordable Care Act compliance and a detailed analysis of the benefit structure, providing suggested changes and roll-out of new benefits nationally. The fourth work-stream centered its efforts on identifying and correcting any non-compliance in the areas of documentation, classification, records retention, labor law postings, vacation and sick leave to name a few! An additional work-stream covered a complete overhaul and conversion of different payroll systems into one functioning system using ADP software along with an all-inclusive investigation of existing payroll functions. The final work-stream examined compensation frameworks which were evaluated and developed to enable the growing business to attract, retain and motivate employees across all levels of the business.

Despite the challenges of implementing a multi-layered project in this short a space of time, Peoplescape consultants were efficient in handling all of the company’s concerns, suggesting improvements, assisting with the implementation, and meeting deadlines with a 100% success rate. Although the scale of this project may have seemed insurmountable upon first look, Peoplescape prides itself on being a consultancy that adapts to the needs, challenges and time constraints of busy entrepreneurs and entrepreneurial companies. This project proved itself as a showcase for how a strong team effort, effective communications and collaboration with the client can truly achieve the impossible.

Training Whenever and Wherever Needed

As companies shift into a world that demands global presence and international collaboration, Peoplescape has been delighted to assist clients across continents. Training and development are key areas of human resources, and Peoplescape has helped many clients in the Southern California region with training for managers, onboarding orientations, sexual harassment seminars, change management training and interactive learning experiences.

When Peoplescape’s founder was contacted by a client to conduct a soft skills training program for one of the central African country’s ministries of mines, the team jumped into action. A customized five-day workshop was developed complete with training activities, video clips, exercises and interactive learning tools for the target audience which were African corporate professionals. Once the slide deck was complete the project was not nearly done, as a complete translation from English to Spanish was required as well. The Peoplescape team worked collectively to tackle each section of the training, which covered the soft skills involved in a corporate environment including (amongst others) conflict resolution, collaborative team approaches, working with supervisors as well as basic telephone and email etiquette. Of course, the cultural difference between working in the US and central Africa added an interesting cultural component to the project and an element of complexity unlike most of the training seminars we usually work on.

We feel privileged to work with such an interesting body of clients, and are grateful to learn more about the diverse cultures with which we come in to contact through our professional efforts.

Executive Search

When a high-profile non-profit organization in Southern California wanted to hire its first Executive Director, the Board turned to Peoplescape to conduct a broad search to identify candidates to meet their high standards. Taking into account the organizational culture and special blend of skills needed in an Executive Director, Peoplescape’s Recruiting Team initiated a thorough search using social media, on-line job ads, non-profit association job boards and personal networking with business contacts in the region.

Peoplescape‘s approach to filling this important position included resume review, phone screening, phone interviews and a unique customized “One-Way” digital video interview of top candidates. In-depth personal interviews were then conducted before presenting finalists to the Board. Search services included consultation throughout the Board’s decision-making process culminating with the Offer Letter and acceptance. An Assessment Survey was also included to provide the Board with a further tool to ensure successful integration of the new Executive Director with their organization.

A targeted talent search by Peoplescape backed by unique recruiting and assessment tools, resulted in an exceptional candidate who was hired as Executive Director in a brief window of time, meeting the Board’s timeframe and exceeding their expectations. The Board leadership was kept apprised of the recruiting progress and developments and their time commitment was kept to a minimum without sacrificing the organization’s goals and expectations to result in the best fit for all.

Employee Engagement: Surveys & Focus Groups

A medium-sized service organization in Southern California noticed a dip in morale and discord amongst its employees recently. The management team reached out to Peoplescape in order to uncover the root of the issues. Peoplescape stepped in and surveyed the employees to determine what was and was not working for this organization, as well as areas for the management to improve upon from the employee perspective. Peoplescape probed on areas such as communication, pay and benefits, management style and approach, training and development, incentives and performance management to assess what may be hindering engagement.

Peoplescape designed and customized the employee survey for this organization with questions composed specifically to address the concerns brought to our attention in employee interviews. The employee survey was used to probe deeper on the views regarding this wide range of topics. Peoplescape made use of best practice engagement techniques to gain employee buy-in and increase survey participation to significantly above the industry average.

Following the collection and analysis of this employee survey data, focus groups were conducted to define the key areas emerging from these results, and exploring deeper findings and undercurrents that were affecting the employee morale and discord. A series of focus groups were held, allowing for employee input and given their involvement, an employee commitment to the implemented changes within the organization. Peoplescape consultants used techniques within the focus groups to yield a 76% participant involvement rate, which allowed the management team to see a good representation of viewpoints from their employees.

As a result of Peoplescape’s efforts with the employee surveys and focus groups, employees developed suggestions which were then shared with company management. Management demonstrated commitment by taking action. The result of these actions was increased employee morale, increasing employee retention rates, and coupled with additional management effort, a change in the company’s overall culture.

Human Resources Audit: A Review of Processes & Implementation of New Procedures

Peoplescape Consulting conducted a Human Resources (HR) Audit for a Los Angeles based events marketing company which had grown rapidly from a start up to a thriving medium sized enterprise. Peoplescape’s review examined the organization’s HR administration, compliance, compensation and benefits, staffing and development, as well as organizational communications, and culture. The goal of this audit process was to flesh out the current needs of its HR operations and practices with a view to aligning the HR organization with the business goals. The audit objective included making recommendations for improvement such as stabilizing the HR department, updating job descriptions, and matching job titles to actual duties performed for clarity and cohesiveness.

Throughout the audit, it was critical for Peoplescape to review the current processes within the HR department, and the department’s overall impact on the achievement of company goals. Peoplescape consultants made it their mission to measure the gaps between the ideal state and the current state, as well as recommend solutions to fill those gaps. Peoplescape assisted the management team in identifying areas to fix, and ranked a list of action points in order of priority for the business. Further, the audit was used to help this organization align annual goals with their business strategy and to bring company leaders together to prioritize these objectives.

The HR audit exercise and follow-up actions resulted in (1) reassurance for leadership that sound risk management was in place; (2) a more solid human resources infrastructure for growth, and (3) an even better functioning system for communication between the department and employees of the company.

New Business Start-up and on-going Human Resources Support

Busy restaurant operations are often fraught with numerous personnel challenges .  This new restaurant sought assistance from the outset with new hire compliance documentation, personnel file set-up, insurance registrations and establishing best fit policies, practices and compliant operations.

​An employee handbook was developed fit to the restaurant’s culture and practices and in line with state and federal laws. Personnel procedures were established for human resources, health and safety and payroll. All necessary training was provided to ensure that restaurant management and staff were equipped to operate to the high standard required.

Peoplescape assisted them in streamlining their HR back office operations, including moving their payroll to a streamlined cloud system and month by month fine tuning their operation to enhance management skills and maximize cost savings and risk management.

​The business signed up for Peoplescape’s retained human resources support on-call, in order to maintain compliance and best practice on an on-going basis.

New Manager Development

This small production company discovered that some of their managers, recently promoted or hired for their superior technical skills, struggled with new job responsibilities, specifically, managing staff.

Through a series of online and in-person management training modules and a series of coaching sessions, the managers gained awareness and skill in managing employees, confidence in handling challenging performance issues and knowledge about how to maximize employee engagement to achieve results.

In a phase two of new manager development program a job suitability profiling tool was used to emphasize the areas of strength and using these strengths to improve those areas the managers felt were letting them down in achieving their goals.

Motivating Talent in Small Businesses

This small, owner-run creative services business was seeking to inspire improved employee performance and motivation. The team’s performance was unfocussed, reactive and generally without a lot of passion.

​With the help of coaching meetings emphasizing how to focus and motivate employees, the business owner gained a deeper understanding of how to handle the human resources challenges and to motivate her team. She implemented a little more structure, job descriptions, goal setting and follow-ups with staff members.

​This achieved a clearer understanding from staff of performance expectations; increased confidence to ask for help, direction and day-to-day support and overall a more satisfying work environment.

Change Management for Executive Team

This distribution company expanded rapidly. The executive team struggled with challenges such as their cohesiveness, isolated operations, weakness of strategic direction and lack of clarity on roles and responsibilities.

Through an inclusive team review process, 360 degree reviews and a series of change management meetings, the following key business results were achieved:

​- improved daily management of the business, permitting the President/CEO to address business-critical strategic initiatives;

​- stronger leaders developed across the organization by re-focusing them on big-picture priorities and enhancing their competence in delegating and managing tactical work tasks

– Improved morale and teamwork through a common set of values, rules of engagement and improved communication mechanisms

​- Development of action plans with assigned responsibilities to ensure execution of these plans

Strategic Planning Facilitation

This professional association of senior businesses owners had been networking together to drive business for many years. They sought to focus their outstanding resources and energy into a organizational definition of purpose and a strategic plan to improve their  impact in the marketplace.

​The group was facilitated through a focused and intense, full day retreat. At the retreat the team collaborated in a fun, effective and time efficient way first to develop a clear mission statement.  With this in place the group was then guided through a range of different activities and  lively and effective strategic discussion from which a well defined strategic direction emerged. With these outputs in place a focused and time framed action plan was developed in real time so that every participant was able to impact the plan to achieve these mutually agreed upon goals.

Following the retreat, Peoplescape followed up with a print-out of the group’s Mission, Objectives, Obstacles and Plan of Action results. These have been incorporated and implemented by the group. From time to time the facilitator checks in with the client to ensure that they remain on track to achieve their goals.

Improving Consistency of New Hire Quality

This accounting firm hired interns and junior associates annually from local colleges and universities. The performance levels of the new hires fluctuated between excellent and under-par. The partners wanted to find a way to ensure their recruiting efforts paid off more consistently.​​

Peoplescape partnered with the firm’s partners and managers to assess the competencies that were most successful to the business across a range of criteria. They cross referenced the criteria alongside the competencies the high achievers demonstrated as well as those the under-performers demonstrated. They emerged with a model defining a clearer definition of what they should target in future recruiting drives.​

​The outcome was successful. The accounting firm saw increased performance and retention of future hires from campus recruitment drives. This level of confidence in new hires improved team working and the business saw fit to increase the training budget and found this paid off.

Process Improvements

This media company’s call center was supporting the roll-out of new, leading market technology to an eager marketplace. The call center began suffering client dissatisfaction and loss of customer’s as a result of lengthy response times, increased error rates and customer service quality.

​Through streamlining the hiring process to reduce number of days to hire and improving the interview process to increase quality of hires, customer service performance measures improved, as did backlogs in
technician scheduling.

​​A series of process improvement workshops held with cross-departmental representatives improved inter-departmental understanding and communications which in turn enabled better team
working within the company as a whole. ​