Category Archive for: ‘Case Studies’

Managing out – Finance Director:

Post 1

For various reasons our client was keen for their Finance Director of many years to leave the business. Following due process, we worked closely with our client and the Finance Director to terminate the contract of employment. Our client avoided a costly and time-consuming grievance or claim – and also avoided an expensive compromise agreement.

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Collective redundancy:

Collective redundancy

Our client was seeking to save significant payroll costs and streamline down to a considerably slimmer organisational structure. This required reducing payroll by over 170 roles to the minimum timescales allowed by statutory consultation requirements. Having worked closely with the client to design the future business structure, we led and implemented a detailed step-by-step fully-compliant redundancy process. This included scheduling …

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Applicant selection – from longlist of over 1100 people:

Post 2

Our client was seeking to fill a very large number of roles through a transparent, objective and merit-based selection process. We designed and led this process across a four month period, working with thirty-five trained assessors. The applicant selection process proved extremely robust and defensible and allowed our client to fill the roles at the high quality threshold that it …

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Tribunal Claim

Tribunal Claim

Prior to our engagement, our client had been issued with tribunal proceedings for constructive dismissal and sex discrimination by a very senior former employee. The employee had made clear their intentions to involve various national newspapers in an attempt to bolster their chances of achieving the highest settlement possible from our client; a threat that was subseqently carried out. This …

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Hiring of CEO:

Hiring of CEO

Our client, a highly-regarded and well-established charity, was seeking to appoint a new CEO following the retirement of the former CEO. Based on a very cost-effective hourly rate approach, Inglis Jones Kincaid Ltd drew up a long-list of candidates, and working with the Trustees though a number of reviews and interviews, identified and appointed the right candidate to lead this …

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Solvency II HR compliance

Post 4

Our client wanted to ensure that all of its governance and management processes and requirements, as regards Board, Executive and senior management personnel, met Solvency II compliance standards. Working closely with the client, we mapped each Solvency II requirement, as it impacted HR-related issues and processes, in considerable detail. This included making recommendations as to how each requirement could be …

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