CASE STUDY 3

Helping to Build a Strong Global HR Network

 

Client’s needs: 

This INGO client had moved their organization to a shared leadership model so responsibility for HR no longer rested within the traditional HQ office. Instead, authority for HR was dispersed across country offices, and global HR projects were shared across an HR Community of Practice (CoP), including all their HR professionals based in country offices.  

Most HR employees welcomed this change; however, due mainly to lack of time and authority, it was hard to decide who should lead initiatives. It was also difficult to ascertain where skills gaps existed and how to improve them.  

RISE actions: 

Over time, RISE partnered with the HR CoP to build psychological safety within the team, assess their needs and determine how they can be met.   

Outcome: 

While this is still a work in progress, RISE and the HR CoP to date have achieved the following: 

  • Identified the organizational needs and an HR structure that will best meet them  

  • Built a skills inventory of global HR experience and knowledge. This will be used to determine development needs and how they can be met. 

  • Delivered training in how to design and lead inclusive and interactive trainings and meetings. 

  • Provided guidance on how to reduce workplace stress and improve individual wellness across the team. 

  • Rolled out a training and facilitated discussion on the organization’s global investigation policies and practices, and how to apply them at county offices. 

 

Session participants said:

On “Investigation Policies and Practices”

On “How to Design and Lead Inclusive and Interactive Trainings and Meetings”