Client Case Studies
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Client details: Privately held Raleigh, NC headquartered company; Large equipment dealer in Southeast; over 1,000 employees
The Situation
After receiving internal feedback, the internal Human Resource team was tasked with revamping the performance management system for all locations within the organization.
So, EdgeBrook Lane…
Partnered with the organization as a consultant to train the internal team on the importance of SMART goals, how to track them and how to communicate progress towards those goals during the year and via an annual performance review.
Worked collaboratively with the project team (cross-section of the organization) to understand needs and wants around a new performance management system; to include readiness for change within the organization
Designed interactive manager and employee performance management sessions
Conducted goal setting trainings at all branch locations over the southeast
The Result
We worked with the client to design a new performance management process, tools, and support material needed to equip managers and employees to build goals, track progress and conduct annual reviews
EdgeBrook Lane continues to act as the client’s ongoing HR Strategic resource and partner
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Client details: Property management company, (200+ employees)
The Situation
The internal bandwidth of the existing HR division was limited and needed assistance with project based work, specifically around ensuring their newly implemented Human Resources Information System (HRIS). They wanted to utilize their technology resources at full capacity for retaining information and reporting needs.
So, EdgeBrook Lane…
Determined current utilization of software program to determine gaps and opportunities
Programmed and built out software platform to include EEO reporting, general reporting capabilities and streamlining onboarding processes.
The Result
Established a formal, fully functioning reporting function within the software
We built directions and best practices for the the client to use going forward
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Client Details: National roofing and construction company, 150+ employees
The Situation
As a small company that began experiencing extremely high growth and product expansion very quickly, establishing a formal People Operations structure was required from a compliance and culture perspective. As the client’s vision grew to a national level, they realized a need to realign organizational functions and processes to best support smart, healthy growth.
So, EdgeBrook Lane…
Evaluated organizational structures, processes, policies, and job responsibilities
Collaborated with staff to understand current department practices and identify opportunities for improvements
Developed and implemented plans for structural realignment to include a new sales department and an HR department; Facilitated the realignment of over 100 positions
Facilitated numerous consultations with management teams to encourage process integration and support
Built and enhanced new job positions, compensation/benefits analysis per position, internal process improvements to support new operations, etc.
Crafted job descriptions for various positions with clearly defined roles and responsibilities
Analyzed all roles for Fair Labor Standards Act (FLSA) classification
Created comprehensive compensation plans to include databases, management tools, and supporting policies
Created Client to Close Process Map for the internal team
Converted their Payroll/HR software (HRIS system) to a more efficient platform
The Result
Established a formal, fully functioning HR department for the organization
The exit and transition of our outsourced HR team was efficient and seamless, with no issues or losses to the HR function during this transition
The client brought on an internal team to handle daily HR operations, with EdgeBrook Lane providing ongoing strategic guidance and senior-level support
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Client Details: Federal Contractor, (+50 employees)
The Situation
In recent years, the team had grown to over 50 employees, which meant that the company would be subject to more Department of Labor and EEOC requirements as a federal contractor.
So, EdgeBrook Lane…
Designed a tool to help assess organization practices and policies for Federal Contractor Compliance and DOD as it relates to DOL/EEOC requirements. Evaluated the findings and provided recommendations for alignment and compliance.
Assisted in reorganization by facilitating group sessions and 1:1 meetings to collect employee feedback.
Designed a new business area model, new job positions/functions (40 total), & defined career tracks.
Provided onsite HR Operations support; assisted with hiring a full-time, onsite HR Manager.
Provided support with strategy and development of process improvements for: recruitment, retention issues, and a performance management program.
Assisted with selecting market data and conducted a Compensation Study of all positions at the company. The report included: job families chart, a compensation comparison analysis, and compensation philosophy considerations.
The Result
Full-time, full-stacked HR department in place, providing strategic and operational partnership to the leadership team and employees.
Active Affirmative Action Program and completed annual compliance reports (DOL compliance requirement).
In compliance with DOL standards which helps keep the company in good standing with the Dept. of Defense.
Well designed and high engagement structural reorganization resulted in high momentum and employee buy-in throughout the organization.
Improved organizational and leadership awareness to positively impact organizational culture.
Improved communication and information sharing amongst the Leadership Team and the newly established business area leaders.
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Client Details: Merger and Acquisition
The Situation
Our client was in growth mode. They knew they had a great product currently, but to expand their capabilities they wanted great customer service to go along with it. An acquisition was the answer to meet their desired business goals in their identified time frame. To accomplish this, they needed M&A expertise fast!
So, EdgeBrook Lane…
Engaged with legal to learn differences for employment offers and handbooks
Compared benefit offerings between parent and acquired companies
Contacted payroll vendors to plan a seamless transition
Drafted employee agreements and job offers specific to the new roles
Created new vacation and holiday schedules
Led all facets of M&A HR for legal compliance (policies, I-9s, FLSA, different state regulations, etc.)
The Result
We accomplished all of the above with them in LESS THAN 60 days
100% of all the job offers were accepted, which doubled the size of the company
All acquired employees were enrolled in benefit plans with coverage effective on Day One
All acquired employees were paid in the new payroll system on time with 100% accuracy
By focusing on the overall employee experience, not only was the cultural integration accelerated between the two organizations, which is key for all talent development and organizational effectiveness processes, but the long-term administrative costs were also reduced with the consolidation of vendors
The M&A team closed the deal on the target date, and the leaders with their new workforce immediately began to concentrate on the new partnership
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Client Details: State-wide non profit, 75+ employees
The Situation
The organization was without a leader in the Human Resource function and needed an interim resource until one could be hired.
So, EdgeBrook Lane…
Provided strategic review of all roles and responsibilities within the organization, including leading an organizational restructure
Developed job descriptions designed to attract mission-focused talent
Streamlined onboarding processes to increase efficiency when bringing on new team members
Developed policies and practices to foster a culture of equity and inclusion
Provided select trainings and workshops, and leadership development/coaching for the C-Suite
Reviewed all employee policies, procedures, and files to make sure they met current state and federal regulations
Supported many HR administrative functions
Continue to serve as a Strategic HR consultant to the existing leadership and affiliate teams on special projects as requested
The Result
The exit and transition of the longstanding HR leader was efficient and seamless, with no issues or losses to the HR function during this transition
The client brought on an internal resource to handle daily HR operations, with EdgeBrook Lane providing ongoing strategic guidance and senior-level support
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Client details: Various non-profits; ranging from 10-40 employees
The Situation
After many years of successful mission-driven work, it was time to improve and fine-tune the Human Resource function with external HR consulting expertise at each of our clients.
So, EdgeBrook Lane…
Served as HR leader on a fractional basis
Evaluated organizational structure and job responsibilities to ensure that the organization had roles that were built for further growth and success; Aligned staff to roles that best capitalized on their specific strengths
Conducted strategic review on existing policies and practices, in collaboration with DEI consultant to foster a culture of equity and inclusion
Developed and supported integration of organizational values
Revised the organization’s compensation structure and philosophy, with full communication rollout
Created and established a performance review system
Updated employee policies and procedures; created recruitment and retention processes across the organization
Provided ongoing training and support for compliance, management best practices, DiSC, and more
Assisted with ongoing benefits admin-related questions/concerns
The Result
We worked with the client to train/educate an internal resource to handle daily HR operations, with EdgeBrook Lane providing ongoing strategic guidance and senior-level support
We strengthened HR infrastructure to support best practices
We strengthened the organizational structure while also enhancing the overall culture
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Client Details: Multiple retail companies (regional and national), 75+ employee companies
The Situation
These retail organizations were experiencing great demand for their products in the market. To support the growth, establishing a formal Human Resource infrastructure was required from a compliance and culture perspective. In addition, the leaders of the organizations needed to focus on other aspects of the business–sales, and operations.
So, EdgeBrook Lane…
Established and set up a technology platform (human resource information system)
Explored organizational design opportunities
Created processes for the organization: recruitment, onboarding, performance, and termination
Ensured federal, state, and local compliance
Served as HR Manager/Generalist
The Result
Established a formal, fully functioning HR division
The client brought on an internal team to handle daily HR operations, with EdgeBrook Lane providing ongoing strategic guidance and senior-level support
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Client Details: Privately held, private employers, 10 to 50 employees
Industries: Software/technology start up, IT Services company, Book Publisher
The Situation
As growing organizations, these clients needed assistance expanding and developing their first Human Resource function.
So, EdgeBrook Lane…
Assessed, reviewed, and made recommendations on all existing policies and procedures
Began managing many of the human resource functions for the clients
Developed and implemented new policies (including a handbook) and procedures to improve efficiency
Assisted in creating HR templates to streamline procedures (job applications, reference check forms, onboarding/offboarding checklists, etc.)
Established technology systems for recruitment and payroll
Assisted in benefits administration (health, retirement, leave, etc) and managed all compliance needs (federal, state and local)
Advised on employee relations and software implementation needs
The Result
HR infrastructure was created for the organization
Other members of the client’s team were able to focus on their “roles”
EdgeBrook Lane continues to act as the client’s ongoing HR support resource
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Client Details: Animation and Video Production Studio (10-15 Employees)
The Situation
Our client needed a reliable transition to a new payroll provider that would support their unique business structure and multi-location needs without added expenses. They sought a solution that matched their culture, operational workflows, and future growth potential.
So, EdgeBrook Lane…
Developed a detailed project plan to ensure every need was addressed.
Conducted a thorough analysis of client workflows and priorities, including cost, usability, and the potential to expand modules.
Reviewed the ease of day-to-day interface to customize the experience to the client’s needs, with a focus on reporting capabilities.
Set an optimal transition timeline, considering both calendar and fiscal years.
Coordinated with other departments to ensure smooth integration with existing systems.
Created a communication and training plan with FAQs and job aids to support the client team through the transition.
The Result
With EdgeBrook Lane's guidance, the client successfully transitioned to a payroll provider that reduced costs, improved usability, and provided scalable options for future needs—all without disrupting day-to-day operations.
