Managing transformation with confidence

That we are operating in volatile times is undisputed. How organisations respond, however, varies widely: some focus on cost reduction, others use change as an opportunity to reinvent themselves. Most find themselves in some form of restructuring.

This was also the case at a Swiss medical technology company operating internationally. The organisation faced fluctuating demand for temporary staff, placing significant pressure on internal HR resources. Rapid response, flexible workforce planning, needs assessment and recruitment were all critical but highly time‑intensive. To reduce this burden, the company explored outsourcing parts of its HR processes through an Onsite model.

The Onsite approach is not a traditional outsourcing solution. An Adecco Onsite Manager becomes part of the organisation, taking responsibility for operational tasks such as recruitment, shift planning, onboarding of new employees and occupational safety.

This enabled the company to refocus its internal HR resources on strategic priorities including leadership, culture and long‑term workforce planning. Together with the Onsite team, a governance structure was established with quarterly meetings and regular reviews. The close collaboration built a strong foundation of trust, allowing strategic developments to be shared transparently.

Thanks to the physical proximity and in‑depth understanding of the organisation’s culture, processes and strategy, the Onsite team was also involved in broader business development plans. These included expansion initiatives in Asia with direct implications for the Swiss site. In response to market size and growing competition, the company decided to open a production facility in China, resulting in a 30% reduction of the workforce in Switzerland.

During this critical phase, a solution for affected employees was essential. A comprehensive Job Centre service with a strong coaching focus was jointly developed to support both the organisation and its people. HR teams and line managers received hands‑on support in implementing the transformation, while employees were offered individual guidance in line with agreed social plans, with the aim of opening up new career opportunities or enabling successful redeployment.

This holistic approach allowed the company to successfully manage a complex transformation process while ensuring that all stakeholders were supported in a professional and human‑centred way.

Four key learnings from this case

1. Clarify strategic developments early

Early consideration of future strategies and aligning with the right partners leads to better decisions and reduced risk.

2. An external perspective brings clarity

An outside view helps define priorities and address workforce challenges professionally.

3. A strong governance structure builds trust

Clear structures enhance transparency and collaboration, enabling transformation to be delivered professionally and responsibly.

4. Every transformation is unique

Tailored measures, rather than standard solutions, ensure stakeholders feel supported and real transformation becomes possible.

This case demonstrates how the right combination of operational relief, strategic partnership and individual support enables organisations to navigate even complex transformation processes successfully — by giving equal weight to people, structures and future plans.

If you would like to explore how an Onsite model or Job Centre solution could support your organisation through change, we would be pleased to advise you. 

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