An organizational restructuring often leads to position eliminations and layoffs. Faced with these changes, many organizations wonder when they should involve a career transition partner.
The answer is simple: as early as possible in the planning process. Here is why—and how.
Phase 1: Strategic Planning
The organization reviews its current structure, identifies future needs and begins outlining the required changes. Decisions have not yet been finalized.
A career transition partner can provide guidance on the HR implications of different scenarios, estimate employee support needs and assist with budget planning.
Phase 2: Decisions and Preparation
Decisions have been made regarding which positions will be eliminated, which employees will be affected and what timeline will be followed. Operational planning begins.
At this stage, a career transition partner can structure the employee support program, train managers for the announcements, prepare documentation and support legal compliance planning.
Phase 3: Announcements and Implementation
The affected employees are informed, and the departures are formalized.
A career transition partner may be present during the announcements, immediately begin supporting affected employees and make psychological support available when required.
Phase 4: Support and Follow-Up
Affected employees begin their career transition, while the remaining teams adjust and stabilize.
The partner continues to support employees in their job search, assist managers and remaining teams, and provide progress reporting.
Realistic assessment of the impacts
An experienced partner can help anticipate:
Appropriate budget planning
Including career transition costs in the initial budget helps avoid unexpected expenses. A partner can recommend different program levels based on employee profiles, estimate the required investment and suggest approaches that optimize value and quality.
Compliance with legal obligations
Collective layoffs may be subject to strict legal obligations, including providing notice to the Minister within the required timeframe, establishing a reclassification assistance committee or providing equivalent services under section 84.0.10, and maintaining appropriate documentation.
An HR partner can incorporate these obligations into the planning process from the outset, helping the organization avoid costly adjustments later.
Preparing managers
Managers responsible for communicating layoffs benefit from structured preparation, including training on how to communicate employment termination decisions, customized scripts and documentation, preparation for emotional reactions, and concrete resources to offer immediately.
This preparation takes time. Involving a partner during the planning phase makes it possible to establish a realistic timeline.
Initial confidential consultation
The first consultation should take place as soon as the reorganization is being considered, before final decisions are made.
The objective is to assess the HR implications, discuss possible approaches and estimate the resources required. These discussions remain confidential, and an external partner understands their sensitive nature.
Detailed planning
Once decisions have been made, but before the announcements, the partner can help structure the employee support program, prepare documentation, plan logistics and train managers.
Deliverables may include:
Presence during the announcements
On the day of the announcements, the partner can support managers, remain available to answer questions and immediately begin assisting affected employees.
Support may include:
Active career transition support
Beginning on the day of the announcements and continuing throughout the program, the partner helps affected employees move toward new employment, supports remaining teams and maintains communication with the organization.
Activities may include:
Organizational indicators
Strategic indicators
Legal indicators
Technical expertise
A career transition partner brings knowledge of applicable employment standards, experience managing similar situations, proven tools and methodologies, and access to a network of contacts and resources.
Objectivity and perspective
An external partner provides an impartial view of the situation, identifies potential blind spots and offers advice based on experience rather than internal practices alone.
The partner also remains neutral in relation to organizational dynamics.
Operational capacity
An established partner provides:
Ongoing support
The partner remains available throughout the transition, adjusts the program as the situation evolves, provides transparent reporting and supports managers and HR teams.
Clear documentation: Do you have a preliminary list of the affected positions and employee profiles?
Allocated budget: Has a budget been set aside to support affected employees?
Leadership approval: Has the decision to offer career transition support been approved?
Defined timeline: Do you have an approximate schedule for the announcements?
Clear objectives: Do you know what you expect from the partner, such as legal compliance support, re-employment outcomes or employer reputation protection?
If you answered yes to these questions, it is time to consult a career transition partner.
Involving a career transition partner during the planning phase of a reorganization allows for:
A reactive approach—contacting a partner after the announcements—can work. However, a proactive approach generally leads to stronger outcomes and fewer complications.