OUR CASE STUDIES
post merger & acquisition workforce integration
Context:
Following a merger and acquisition within the funds management sector, two distinct yet complementary workforces required integration and a cultural reset.
Our Role:
Talent Ecology was engaged to lead the post-merger workforce integration
What We Did:
We partnered closely with executive leaders, the Steering Committee (SteerCo), senior leadership, and People & Culture teams to align workforce practices and redefine the organisational culture. Our work focused on:
- Defining a unified workforce architecture
- Refreshing performance and remuneration framework
- Aligning policy and practices across the merged entity
- Delivering a positive employee experience
Engagement Duration: 12months
Industry: Wealth Management
Resources: 5 dedicated consultants
Outcome:s Workforce Harmonisation
operating model transformation for growth
Context:
An ambitious growth strategy revealed the need to strengthen capability, governance, systems, process, team design, structure and workforce reporting within this engineering firm.
Our Role:
Talent Ecology was engaged to uplift the operating model in support of the firm’s growth agenda.
What We Did:
We worked closely with executive leaders and provided independent board advisory on strategic People & Culture matters. Key initiatives included:
- Introducing a balanced scorecard to enhance governance and strategic alignment
- Realigned operations with strategy
- Uplifted compliant people practices, including recruitment
- Designed and implemented a competitive, yet affordable remuneration and reward framework
- Established a performance management and development practice
- Restructured the organisation and introduced new capabilities
- Developing robust program management frameworks and reporting capabilities
Engagement Duration: 12 months
Industry: Engineering / Defence
Resources: 2 dedicated consultants
Outcomes:
Scaled the organisation’s workforce capability and systems to support growth
organisation design FOR A SUSTAINABLE BUSINESS
Context:
As a result of a new strategy, the organisation sought to broaden the services offered. In addition to other changes, the leaders recognised a need to reshape the organisation and introduce new capabilities. systems, structures, and ways of working—combined with a change in leadership and an ambitious growth agenda—created the need for a renewed organisational design.
Our Role:
Talent Ecology was engaged to enhance people practices, redesign the organisation structure introducing new capabilities, and guide the workforce transition to a future-ready state.
What We Did:
We worked in close partnership with the Managing Director to lead a comprehensive redesign process. Key activities included:
- Organisational visioning and future-state design
- Introduction of new capabilities to support strategic goals
- End to end value chain design for critical processes
- Established clear responsibilities and functional accountabilities aligned to strategy
- Consolidated enterprise wide functions
- Delivery of strong consultation and compliance processes
- End-to-end change management to support workforce transition
Engagement Duration: 12 months
Industry: Pipeline Technology
Resources: 1 dedicated consultants
Outcomes: Organisation redesign and uplifted people practices for a sustainable business
POST MERGER CULTURE RESET
Context:
Following a merger, the workforce was operating with parallel systems, dual cultures, and subcultures—resulting in inefficiencies, misalignment, and internal tensions.
Our Role:
Talent Ecology was engaged to conduct a comprehensive organisational culture review and develop a clear pathway to unify the workforce and create a more cohesive, high-performing environment.
What We Did:
We partnered with executive leaders and People & Culture teams to:
- Conduct a culture diagnostic to surface pain points and opportunitie
- Develop a set of culture transformation recommendations and a strategic roadmap
- Design and implement a new Employee Value Proposition (EVP) aligned with the organisation’s future direction
- Define a clear set of leadership behaviours to guide cultural alignment and role-modelling
- Enable change through communications, engagement, and capability-building initiatives
Engagement Duration: 13 weeks
Industry: Finance
Resources: 3 dedicated consultants
Outcomes: Culture diagnostic with a clear set of recommendations and a roadmap, a refreshed EVP and leadership behaviour framework to deliver one culture.
ESTABLISHED STRATEGIC PROGRAM & change MANAGEMENT OFFICE
Context:
A not-for-profit membership organisation needed to strengthen its ability to deliver strategic, organisation-wide initiatives with consistency and impact.
Our Role:
Talent Ecology was engaged to establish a Program and Change Management Office to drive and support the successful delivery of key strategic projects.
What We Did:
We worked closely with executive leadership to:
- Design and implement a fit-for-purpose Program and Change Management Office (PCMO)
- Build frameworks and governance structures to prioritise, plan, and track strategic initiatives
- Project Management audit and health checks
- Training sessions to build leadership capability
- Develop tools and templates to support consistent project delivery
- Uplift internal capability through training and coaching
- Embed change management practices to improve adoption and outcomes across the organisation
- Delivered strategic projects for members and organisations
Engagement Duration: 12months
Industry: Non-profit, for-purpose membership association
Resources: 2 dedicated consultants
Outcomes: Established PCMO, frameworks and delivered strategic projects
improving employee engagement
Context:
Low engagement around career growth and development was impacting retention and performance. The organisation sought to enhance employee experience and develop stronger leadership capabilities.
Our Role:
Talent Ecology was engaged to design and implement career and development initiatives that would boost employee engagement and support leaders in growing and retaining talent.
What We Did:
We partnered with HR and business leaders to:
- Develop a career framework with clear pathways and progression opportunities
- Design tailored development programs for both employees and leaders
- Build toolkits and resources to support meaningful career conversations
- Introduce capability-building initiatives aligned to business strategy
- Embed development planning into performance and talent processes
Engagement Duration: 8 weeks
Industry: Financial Services Tech
Resources: 2 dedicated consultants
Outcomes: Delivered engaging career development initiatives as a result of staff engagement results
we offer FLEXIBLE delivery methods to suit your needs
PROJECTS
ON-SITE SOLUTIONS
ON-SITE SOLUTIONS
We deliver strategic projects of all sizes, shapes and complexity
ON-SITE SOLUTIONS
ON-SITE SOLUTIONS
ON-SITE SOLUTIONS
We provide on-site managed solutions to help you embed and sustain the change
OUR CLIENTS
OUR ASSOCIATIONS
