When the business is moving, HR can lighten the load
Posted by Danielle Feinblum on September 15, 2015.
Businesses move for many reasons—to support changes in the underlying operating model, to be closer to markets, customers, and resources (human or natural), to consolidate operations to save costs, to accommodate growth or divestiture via M&A transactions, to realize tax advantages, and more. Regardless of the motivation for the relocation, the process of relocating can seem overwhelming. HR can be a leader in helping to minimize disruption to the business and employees while helping the business achieve the intended results of the move.
Given the critical role of talent in organizations and the need to maintain business continuity throughout the move process, the CHRO should be an integral part of the executive team involved in planning the move. The HR team—from HR business partners to recruiters to global mobility specialists and more—should also be part of the core transition team responsible for executing the transition strategy, and take the lead in guiding other leaders through the people-related aspects of the transition.
For example, leading practices in managing a move include:
HR business partners are frequently charged with keeping employees engaged and retained despite the uncertainty and change that typically accompany a move. Considerable effort will likely be needed before the actual announcement day to prepare employee relocation and severance packages and to coach the leaders who will communicate with employees about the move and its impact on their jobs. HR also plays a critical role in the pivotal transition period after employees have been notified to help lessen employee distraction and build engagement, whether or not employees are relocating with the company.
Our new publication, Making Corporate Moves, explains these topics in more detail. It gives an overview of strategic considerations for leaders once the relocation decision has been made and outlines the role HR can play in workforce decisions during the relocation. It also spotlights the consumer products industry, where several trends have been catalysts for increased corporate relocation activity. We encourage you to add these resources to your HR toolkit and share them with business leaders and colleagues. Relocation is a big step and a bold strategy that HR leaders can be instrumental in executing effectively.
As used in this document, “Deloitte” means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries. Certain services may not be available to attest clients under the rules and regulations of public accounting.