People-First Solutions for Navigating Workplace Issues
Learn how Officium’s compassionate, evidence-based interventions helped teams repair relationships, reduce litigation risk, and get back to productive work.
HR Case Study: Organizing for Growth
Problem:
A 5-year-old company, initially productive with a small, flexible team, faces challenges after securing its largest contract. Lacking job descriptions and HR policies, communication breakdowns occur, and the owner is burdened by constant questions. The chaotic environment causes the loss of a key employee.
Approach:
I conducted an audit of the company’s operations, goals, and employee duties. Based on this, I collaborated with the owner to establish job descriptions, HR policies, and Standard Operating Procedures (SOPs).
Solution:
Created structured job descriptions, clear HR policies, and SOPs to streamline processes, improve communication, and reduce the owner’s burden.
Results:
The company is more organized, reducing the owner’s daily involvement in routine questions. Employee roles were clarified, leading to better communication, morale, and productivity, and the company was able to meet the needs of its largest contract without losing more key staff
HR Case Study: Nonprofit HR Support & Recruitment
Problem:
A nonprofit client faced persistent HR issues—particularly around compliance, performance management, and the urgent need to recruit senior leadership. The absence of structured HR processes caused inefficiencies and leadership strain.
Approach:
I guided a manager through a performance improvement plan, focusing on clear documentation and feedback. Simultaneously, I partnered with the Executive Director to lead a full-cycle recruitment process for a senior role, from job posting to final selection.
Solution:
We implemented clear, structured processes that improved performance management and streamlined hiring. The Executive Director praised the process and new hire, who quickly contributed to stronger operations and team morale.
Results:
The nonprofit now operates with greater HR efficiency and leadership capacity.
ADR Case Study: Partnership Dispute Resolution
Problem:
This case involved a business partnership between three individuals. Two partners wanted to remove the third from the partnership due to incompatible personalities, causing tension within the group.
Approach:
I facilitated discussions to determine whether the differences could be resolved or if a separation was more beneficial. After concluding that a split was the best option, I mediated a fair division of clients and assets.
Solution:
I helped negotiate a financial arrangement for the third partner and mediated a path forward, ensuring no conflicts of interest.
Results:
The partnership was dissolved amicably, with all parties agreeing on the terms, preventing further disputes and maintaining professional relationships where possible.
HR/ADR Case Study: Employee Relations & Conflict Resolution
Problem:
XYZ company, which receives monthly outsourced HR support, had ongoing employee relations issues and disputes between team members. Conflicts among staff were affecting productivity, and there was a lack of clear processes to address these disputes. The company needed HR compliance guidance and a structured decision-making model to effectively manage conflicts.
Approach:
Using Alternative Dispute Resolution, I facilitated conversations between the colleagues in conflict to localize the source, enable constructive dialogue, and collaboratively propose solutions. After formalizing an agreement for resolution, I continued to monitor the situation with follow-up sessions to ensure success and address lingering issues.
Solution:
Through facilitated discussions, team members were able to identify the core issues, propose solutions, and reach a formalized agreement to resolve their disputes. The HR processes were also improved, providing a clear framework for decision-making and conflict resolution moving forward.
Results:
The facilitated conversations led to reduced tension, improved communication, and a stronger sense of collaboration. The conflicts were resolved without legal action, and the company has now structured HR processes to handle future disputes and maintain a positive work environment.
