People and Culture Function Build

The situation

An automotive finance provider was carved out of a Big 4 bank following its acquisition by an international financial services group. What had existed as a business unit within a large, well resourced organisation now had to stand up as an independent entity, quickly, and with a small team. Everything the parent organisation had provided by default now needed to be built from scratch.

The people and culture function was one of the most urgent gaps. There was no HR infrastructure, no frameworks, no policies and no programs, just a new organisation and a workforce that needed to be supported from day one.

The approach

Frameworks and programs

Foundational people frameworks designed and implemented across the full employee lifecycle, from attraction and onboarding through performance, development and retention. Each was lean, practical, and designed to scale as the business grew.

Policies and operating model

A full policy suite to meet both compliance requirements and the expectations of a workforce accustomed to the standards of a major financial institution. The operating model was designed to support a small internal team to deliver effectively from day one.

BAU support through leadership transition

When the incoming Chief People Officer was recruited, the engagement was extended to ensure continuity and handover, protecting momentum and ensuring nothing fell through the gap a leadership transition always creates.

The outcome

This kind of engagement requires a different level of commitment than advisory or project work. It requires someone willing to be genuinely embedded, accountable for delivery rather than just recommendations, and to stay until the work is actually done.

At a glance

• Carve out from a Big 4 bank following international acquisition
• End to end build of a new people and culture function from scratch
• Full people frameworks and programs designed and implemented
• Policies, systems and operating model established for Day 1 readiness
• Extended BAU support through the incoming CPO's first months in role