Project Case Study
Human Resources Advisory for an Energy Technology Company
Challenge
A regulatory compliance and risk management firm serving the Oil & Gas industry—offering field services, software solutions, and consulting—was poised for aggressive growth following its acquisition by a private equity firm. The existing organizational structure and human resources policies, inherited from the previous private ownership, were outdated and potentially inadequate to support the company’s ambitious expansion plans. Key areas of concern included the scalability of the organizational structure, compensation frameworks, benefits costs, and the effectiveness of human resources policies, processes, and planning.
Impact
To uncover opportunities for organizational improvement and operational efficiency, extensive one-on-one interviews were conducted with employees across all levels. These conversations provided insight into interdepartmental dynamics, leadership effectiveness, and team collaboration. A comprehensive audit of human resources practices was also performed, including evaluations of the HRIS, compensation structures, and benefits costs.
The resulting gap analysis revealed the need for significant changes to the organizational structure. This led to a realignment of responsibilities, reporting lines, and the creation and elimination of select roles to better support future growth. The employee handbook and HR policies were entirely rewritten to ensure internal consistency and regulatory compliance.
A new, transparent compensation structure was implemented for a segment of field personnel, enhancing understanding of pay components while ensuring full compliance with the U.S. Fair Labor Standards Act. Additionally, a modern HRIS platform with robust employee self-service capabilities was introduced—features that were previously unavailable. Market-competitive benefits packages were also launched, reducing overall costs by 10% while preserving benefit quality and increasing employee choice.
Solution
The restructured organization was now equipped to scale efficiently with anticipated growth in revenue, headcount, and customer base. The refined human resources framework supported this transformation by enhancing clarity, compliance, and employee engagement. The revised compensation structure improved talent acquisition and retention by clearly articulating the company’s value proposition. Implementation of a modern HRIS brought new capabilities for both HR and employees, streamlining operations and enhancing user experience. Finally, the optimized benefits program lowered costs while offering greater flexibility and choice, aligning with both business goals and employee needs.
Tags