Context

  • Significant expansion amidst a highly competitive market; ¬†high need for scale in people processes, technologies and infarstructure
  • Roles, levels and titles not aligned across the world, leading to inconsistency and difficulty in moving talent or offering growth opportunities
  • Employee satisfaction surveys continually throwing up a high need for career development tools

 

Actions

  • Streamlined career levels and titles across the organization, added two critical levels
  • Designed a common leadership expectations framework across functions
  • Designed technical competencies and career experiences for each specific function
  • Communicated by team and rolled out as a part of development planning

 

Outcomes

  • Significant improvement in employee satisfaction scores
  • Slight reduction in employee turnover