Kate worked for Nestle in the UK for 13 years across a broad spectrum of the business. She was a consistently high performing HR professional throughout her time with the Company and highly regarded for her honesty, integrity and professionalism. I have known Kate personally for seven years, and really value her willingness to think team rather than self and for her straight talking, and her ability to be positive in every situation.
The problem A downturn in orders, together with changes in the nature of the business, resulted in potential redundancies in a small marketing consultancy. The directors discussed all the potential options and reluctantly concluded that two posts should be made redundant. The two directors had a heavy consultancy workload and very little experience of personnel matters. The staff to be made redundant had worked for the company for many years, and the directors wanted to ensure that the correct procedures were followed to ensure that the process was equitable and fair and to avoid any legal challenges, particularly since one member of staff was on maternity leave
The solution SurePotential worked closely with the directors of the company to guide them through the redundancy process. In the first instance, SurePotential produced a ‘toolkit’ including details of best practice, documents to guide the directors through the procedure and model letters. Sure Potential provided telephone support to reassure the directors and to ensure that they were confident to carry out each step in the redundancy process. SurePotential provided invaluable support in determining fair redundancy payments within the legal framework.
The outcome Although making redundancies is both upsetting and emotionally draining, SurePotential ensured that the directors were confident in making the redundancies, followed best practice and were supported throughout the process.