Organisational Change
Restructures, Redundancy, and TUPE
Managing changes to employee roles requires careful planning and compliance with employment legislation and HR policy implementation. We offer guidance and support through restructuring periods to help you navigate these complex processes smoothly and fairly.
What’s included:
Restructures:
Plan and implement changes to your organisational structure, ensuring effective consultation and clear communication with employees.
Redundancy Management:
Provide advice on redundancy processes, including consultation, selection criteria, and compliance with legal requirements.
TUPE (Transfer of Undertakings Protection of Employment):
Support with the transfer of employees during mergers or acquisitions, ensuring compliance with TUPE regulations and a smooth transition.
Role Changes:
Advise on altering terms, conditions, or responsibilities of individual roles, ensuring fair and lawful implementation
End-to-End Project Planning:
Assist with the entire process, from initial planning to final implementation, while minimising disruption and maintaining employee trust.
Whether you’re redesigning your business structure, managing redundancies, or handling TUPE transfers, we provide tailored restructuring and organisational change support, backed by broader HR consultancy, to ensure a compliant and constructive outcome.
Culture Change
We help businesses create meaningful, lasting culture change that improves performance, employee engagement, and long-term resilience. As an experienced organisational development consultant, we align your workplace culture with your people strategy and strategic goals to create a thriving, motivated team.
What this service covers:
Culture Assessment:
Values and Behaviours Refresh:
Update and align your organisational values and behaviours to reflect your goals.
Leadership Alignment:
Equip leaders to model the desired culture and drive change effectively.
Employee Engagement:
Co-create solutions with your team to boost ownership and commitment to change.
Behavioural Experiments:
Test and refine initiatives to encourage new ways of working.
Practical Implementation:
We focus on making the process inclusive and measurable, working alongside your teams to co-create solutions that are tailored to your needs. Whether you’re tackling systemic challenges, boosting engagement, or fostering a more inclusive workplace, we help turn culture into a competitive advantage for your organisation.
Contact us to learn how Popoki HR can support your organisational change, restructure, or redundancy plans with expert HR consultation and practical implementation support.
Frequently Asked Questions
What is organisational design consulting?
Organisational design consulting involves structuring your business for optimal effectiveness, aligning roles, reporting lines, and processes with strategic objectives. This includes workforce planning, restructuring, role design, and change management. Our organisational change services help businesses adapt to growth, market changes, or strategic shifts whilst maintaining employee engagement and operational continuity.
What does an organisational development consultant do?
An organisational development consultant focuses on improving organisational effectiveness through culture change, leadership development, performance management systems, and employee engagement strategies. Unlike restructuring, which focuses on structure, organisational development emphasises capability building, cultural transformation, sustainable performance improvement, and management training programmes. CIPD research shows that most change initiatives fail to achieve their intended outcomes — often because they focus on structure without addressing culture and capability. We work with leadership teams to diagnose challenges and implement evidence-based interventions that drive lasting change.
How do you manage the HR redundancy process?
The HR redundancy process requires careful legal compliance, consultation, fair selection, and sensitive communication. We guide organisations through redundancy consultation requirements, help develop fair selection criteria, manage collective consultation where required, and support affected employees. Our approach minimises legal risk whilst treating employees with dignity and maintaining workforce morale. We also provide employee relations support to manage the process compassionately and professionally.
When should I use organisational change services?
Organisational change services are valuable during business growth, restructuring, mergers and acquisitions, strategic pivots, or when addressing performance issues. If you’re experiencing misaligned structures, unclear accountabilities, efficiency challenges, or resistance to change, professional change management support ensures successful transformation. Early engagement with HR consultancy specialists can prevent costly mistakes and ensure smooth transitions.
How long does organisational change take to implement?
Timescales vary based on the scope and complexity of change. Simple restructuring may take 3-6 months, whilst comprehensive cultural transformation can take 12-24 months. Research suggests the average employee now experiences 10 planned change programmes per year — a fivefold increase from a decade ago — making change fatigue a real risk.
We select change management frameworks based on the nature of the transformation. Kotter’s 8-Step Process is best for large-scale, top-down organisational transformation — creating urgency, building coalitions, and embedding change in culture. ADKAR (Awareness, Desire, Knowledge, Ability, Reinforcement) works from the bottom up, focusing on individual adoption — essential because organisational change only succeeds when individuals actually change their behaviour. Most successful change programmes use both: Kotter to drive the organisational narrative and ADKAR to support individual transition. We also use the McKinsey 7S framework (Strategy, Structure, Systems, Shared Values, Skills, Style, Staff) as a diagnostic tool for assessing organisational readiness before change begins, and Bridges’ Transition Model to manage the emotional side of change. McKinsey research shows organisations using structured change management achieve 70-80% success rates, compared to the commonly cited 70% failure rate without it.