CASE STUDY
Succession Planning
Client
A Global Natural Resources Organisation
Sector
Natural Resources | Energy
Scope
Succession Planning
Location
Global
The Challenge
Our client is a global natural resources organisation employing over 100,000 people world-wide.
In recognition of planned growth across global markets, our client had identified a number of leadership roles that were likely to lose their current incumbents as a direct result of internal promotion.
The client therefore needed to create external talent pipelines to provide the business with world-class “talent in waiting” options.
In recognition of planned growth across global markets, our client had identified a number supply chain leadership roles that were likely to lose their current incumbents as a direct result of internal promotion.
The client wanted, therefore, to create world-class, diverse pipelines of talent in waiting.
Our clients’ two key requirements were:
1. To support the business’ global growth plans and maximise current supply chain leadership contributions and facilitate career opportunities through internal promotions globally.
2. To acquire high calibre, diverse talent for 10 key leadership roles via an efficient, agile and cost-effective process
Our Solution
The programme was scoped across 10 supply chain leadership roles at C-2.
The master programme was delivered via a named Parkhouse Bell team that focused purely on this programme of work through to its successful completion.
The programme was structured into 10 distinct talent mapping and pipelining projects.
The talent research scope was global for all 10 projects and required extensive multi-continent talent mapping followed by engagement with, and the assessment of, high numbers of leadership individuals incorporating multiple roles and functions.
The Outcome
Our client received 10 bespoke talent pipelines of high calibre, diverse talent, each pipeline was represented by 7 qualified, interested and available shortlisted candidates.
The programme was delivered for a single programme fee, to agreed, pre-specified KPIs.
The delivery model and fee arrangement represents a cost-effective method of sourcing world-class talent for multiple leadership roles, with no subsequent placement costs.
CASE STUDY
Succession Planning
Client
A Global Natural Resources Organisation
Sector
Natural Resources | Energy
Scope
Succession Planning
Location
Global
The Challenge
Our client is a global natural resources organisation employing over 100,000 people world-wide.
In recognition of planned growth across global markets, our client had identified a number of leadership roles that were likely to lose their current incumbents as a direct result of internal promotion.
The client therefore needed to create external talent pipelines to provide the business with world-class “talent in waiting” options.
In recognition of planned growth across global markets, our client had identified a number supply chain leadership roles that were likely to lose their current incumbents as a direct result of internal promotion.
The client wanted, therefore, to create world-class, diverse pipelines of talent in waiting.
Our clients’ two key requirements were:
1. To support the business’ global growth plans and maximise current supply chain leadership contributions and facilitate career opportunities through internal promotions globally.
2. To acquire high calibre, diverse talent for 10 key leadership roles via an efficient, agile and cost-effective process
Our Solution
The programme was scoped across 10 supply chain leadership roles at C-2.
The master programme was delivered via a named Parkhouse Bell team that focused purely on this programme of work through to its successful completion.
The programme was structured into 10 distinct talent mapping and pipelining projects.
The talent research scope was global for all 10 projects and required extensive multi-continent talent mapping followed by engagement with, and the assessment of, high numbers of leadership individuals incorporating multiple roles and functions.
The Outcome
Our client received 10 bespoke talent pipelines of high calibre, diverse talent, each pipeline was represented by 7 qualified, interested and available shortlisted candidates.
The programme was delivered for a single programme fee, to agreed, pre-specified KPIs.
The delivery model and fee arrangement represents a cost-effective method of sourcing world-class talent for multiple leadership roles, with no subsequent placement costs.
