Deploying an Interim Chief People Officer to Lead HR Strategy and Enhance Workforce Stability for a Public Sector Urban Development Provider
The Brief
A prominent urban development organisation undergoing significant transformation engaged Future Leadership™ to appoint its first Chief People Officer (CPO).
The organisation required an interim executive with expertise in HR transformation to stabilise its HR function, address industrial relations challenges, and foster psychosocial safety. This critical role was designed to align the organisation’s people strategy with its mission of delivering sustainable and inclusive urban living solutions while navigating workforce complexities and a leadership transition.
Increase in General Management Skills
According to the American Management Association, only 14% of businesses consider themselves “well prepared” to handle a sudden loss in senior management. Add to that the fact that it takes at least four months to fill an executive role, and an Interim Executive experienced in operations makes a lot of sense!
Increase in Customer Experience Skills
These days experience is everything. What truly makes for a good experience? Speed. Convenience. Consistency. Friendliness. And human touch. Our Interim Executives deliver a great experience while improving your customer experience!
Increase in People & Culture Skills
Organisations are constantly changing as they respond to internal and external pressures. Continual process improvement can enable team engagement and lead to growth. Interim Executives bring fresh eyes and effective industry best practice to the execution.
Increase in Data Analytics
Complex challenges require critical thinking and in the age of information-overwhelm it is imperative to have analytical minds at the table. These skills range across finance, data science, systems and more. An Interim Executive can be the right person to optimise your inputs to maximise your output.
The Process
Future Leadership™ identified and appointed an interim Chief People Officer with extensive experience in HR transformation across public and private sectors. Key steps included:
- Stakeholder Engagement: Collaborated with the new leadership team to understand organisational priorities and the HR function’s immediate challenges.
- Candidate Search and Assessment: Leveraged networks to source an executive with expertise in industrial relations, psychosocial safety, and HR strategy.
- Strategic Alignment: Ensured the appointed candidate’s vision and capabilities aligned with the organisation’s broader goals.
The successful candidate commenced the role promptly, bringing a strategic and stabilising influence during this critical phase.
Emerging Capabilities
Governance and Compliance
Establishes, champions, and measures the effectiveness of an organisation’s regulatory and reporting systems. Identifies and evaluates risks and develops strategies to mitigate risk.
Stakeholder Relations
Establishes rapport with stakeholders, builds and sustains trusted and collaborative relationships. Identifies and draws on relevant and diverse perspectives and integrates them to support productive interactions.
Culture and Engagement
Fosters a positive culture, creating a sense of belonging and inclusiveness. Creates an environment that encourages diverse perspectives and facilitates a psychologically safe environment.
Adaptability and Resilience
Demonstrates positivity, curiosity, and the ability to pivot when confronted with change, pressure, adversity, and disruption.
Strategy and Purpose
Develops and leads strategy for the function/organisation, taking a broad and long-term perspective. Understands and considers context. Communicates and gains buy-in to the function/organisation goals, direction, and vision, promoting change initiatives.
The Outcome
The interim Chief People Officer delivered significant and measurable results:
- Organisational Stabilisation: Fostered trust and cohesion across the leadership team, promoting a culture of openness and collaboration.
- Industrial Relations Resolution: Successfully resolved ongoing workforce disputes, enhancing employee satisfaction and reducing operational disruptions.
- Improved Psychosocial Safety: Introduced initiatives to address employee well-being, resulting in improved morale and a more supportive workplace environment.
- Strategic HR Transformation: Conducted a full HR function review, implementing a new talent management framework to strengthen leadership development, workforce planning, and employee relations.
These contributions positioned the organisation for sustainable growth, ensuring its HR function evolved into a key driver of organisational success.
