Client Overview

This privately held customer service company, located in Northwest Ohio, employs approximately 100 team members across multiple departments. Prior to partnering with WorkSpring, the organization had only part-time HR support and relied heavily on executive leadership to manage daily HR tasks and long-term planning.

Amid a period of company-wide reorganization, the C-suite sought clarity and direction for how to best structure their HR function moving forward.

The Challenge

As the company underwent internal restructuring, leadership faced a key decision: Should the HR function be divided among multiple internal team members, transitioned to a new owner, or managed differently altogether?

With limited time, a lean team, and growing compliance concerns, they needed expert guidance on how to proceed without disrupting daily operations.

Key challenges included:

• A pending shift in HR responsibilities without a defined structure
• Uncertainty around compliance accountability
• No strategic HR roadmap to guide hiring, onboarding, or organizational development
• Risk of burnout among staff being asked to take on unfamiliar HR duties

Our Role

WorkSpring assigned a dedicated HR consultant to assess the current structure, evaluate potential options, and provide recommendations for the organization’s future.

Our engagement focused on:

• Reviewing all existing HR functions and compliance responsibilities
• Meeting regularly with both the part-time HR lead and executive leadership to understand needs and capacity
• Exploring multiple HR models—from dividing responsibilities across internal staff to maintaining a centralized role or outsourcing support

Highlights

We took a phased and flexible approach:

• Week 1: Initial leadership alignment and assessment of HR processes and documentation
• Month 1: Outlined and prioritized compliance-critical functions
• Ongoing: Provided HR support—both onsite and virtual—for approximately 8 months
• Delivered a customized HR structure recommendation, outlining the pros and cons of each potential path (internal, hybrid, or outsourced)
• Created a transition plan for onboarding a new internal HR leader

The Results

WorkSpring’s interim support gave the organization space to thoughtfully plan their next move without sacrificing continuity or compliance. After 8 months of partnership:

• The company confidently chose to hire a full-time internal HR and Training lead as part of its long-term growth strategy
• Leadership gained a clear understanding of what a successful HR function should look like—and how to support it
• Compliance items were stabilized and documented
• The new HR lead was able to step into a well-organized, strategically aligned role

By filling the gap during a critical transition, WorkSpring enabled this client to make informed decisions and invest in sustainable HR leadership.

Why It Matters

Periods of growth and organizational change often create pressure to “figure out HR later.” But deferring these decisions can lead to compliance risk, inconsistent culture, and unnecessary turnover.

This case shows the value of intentional planning, expert interim support, and building an HR structure aligned with your future—not just your present. Whether you’re scaling up or restructuring, WorkSpring helps you navigate change with confidence.

Need Help Navigating HR Transitions?

We partner with organizations to bridge HR gaps, guide growth, and build sustainable people strategies.

Contact us at: workspring.org/hr-solutions/contact-us