An intergovernmental organization engaged us to strengthen its human resources governance and support a large-scale transition to a consultative HR operating model. The engagement focused on two critical priorities: developing an integrated framework to monitor HR authority delegations and implementing a change management strategy to facilitate organizational transformation.
Client: Intergovernmental Organization
Scope: HR authority monitoring framework and organizational change management program
Focus Areas: Change Management, HR Process Improvement, Stakeholder Engagement, Framework Development
Results: Established a structured monitoring framework and equipped leaders with the tools and skills to guide staff through a major HR transformation
The organization needed a partner with deep expertise in both process improvement and organizational change. The goal was to ensure that HR authority delegations could be effectively tracked, monitored, and reported—while also equipping staff to adapt to new ways of working. The scale of change required both technical structure and human-centered transition support.
Key challenges included:
Lack of an integrated framework to monitor HR delegations and performance
Need for a comprehensive change management strategy to guide transition
Resistance to adopting a new consultative HR model
Limited internal capacity to plan and lead large-scale organizational change
We provided hands-on consulting support that combined structured framework development with practical change management guidance. Our approach emphasized engagement, transparency, and sustainability—ensuring that both leadership and staff were aligned and supported throughout the transition.
Our work included reviewing and advising on the HR monitoring framework, facilitating change management planning sessions, developing communication materials, and conducting interactive workshops designed to build understanding and ownership among staff. Every component was customized to fit the organization’s governance structure, culture, and operating model.
Key actions included:
Reviewed and advised on the HR authority monitoring framework design
Developed a change management strategy aligned with the new HR model
Designed communication and engagement plans to support staff transition
Facilitated interactive workshops to build awareness and ownership
Provided tailored coaching and tools for the internal change management team
The engagement gave the organization a solid foundation for monitoring HR performance and managing ongoing change. Staff gained clarity on new roles and expectations, while leadership was equipped to communicate and reinforce the change effectively. The practical, hands-on approach ensured lasting adoption and a smoother transition to the new consultative HR model.
Key results included:
Established an integrated HR authority monitoring framework
Strengthened internal capacity for managing change initiatives
Improved communication and engagement across staff groups
Enabled smoother transition to a consultative HR operating model
Embedded sustainable practices for ongoing governance and improvement
Through this partnership, the organization achieved greater transparency, stronger staff engagement, and a durable foundation for continuous improvement in HR governance and change delivery.
