Industry: Agriculture

Scope: HR organization & leadership team

Context

The organization was navigating a phase of rapid transformation, marked by an interim period within management roles and a leadership team seeking greater clarity around future direction.

During this period, teams experienced limited visibility regarding the organization’s future, which affected engagement and highlighted the need for clearer reference points.

As the organization evolved, new dynamics emerged at board level, underscoring the importance of alignment and shared understanding.

In this environment, evolving structures and practices became essential to remain aligned with strategic priorities.

Ensuring coherence between organizational design, governance, and culture therefore emerged as an important lever to support sustainable change.

The challenge

The objective was to redesign the HR organization and governance model in order to effectively support the transformation and provide clearer structures for decision-making and coordination.

Key focus areas included:

• Creating a shared vision for the next five years at board level

• Aligning HR structures with evolving strategic needs

• Clarifying roles, processes, and governance practices

• Supporting leadership throughout the transformation process

My role

As coach and consultant, I led an HR diagnostic and organizational analysis to support the redesign of the HR function.

My role was to facilitate clarity, alignment, and shared understanding, while accompanying leaders in translating strategic intentions into concrete organizational practices.

Approach

The intervention followed a structured and collaborative approach, including:

• An HR diagnostic and organizational analysis

• Co-construction of a shared vision and values

• Redefinition of roles, processes, and governance practices

• Ongoing support to leadership during the implementation phase

The approach was grounded in the organization’s context and transformation dynamics.

Impact

The engagement contributed to:

• HR practices aligned with the organization’s transformation needs

• A clearer and more coherent organizational structure

• Improved coordination and decision-making

Key takeaway

This project demonstrates how thoughtful redesign of HR organization and governance can support structural, cultural, and strategic alignment during periods of rapid transformation.