Randstad Digital Consulting Services

the customer.

A well-known global CPG manufacturer decided to centralize their Program Management Office (PMO) and Organizational Change Management (OCM) for a large, multi-year global Enterprise Resource Planning (ERP) transformation.
the challenge.

How do you maintain high-quality project delivery when your current infrastructure is too expensive to scale and too rigid to adapt?
the solution.

A pivot to a "Fit for Purpose" Adaptive PMO model. This case study examines our client’s transition away from a highly external consulting and systems integrator- lead engagement to an internal employee- ownership- driven model. Facing diminishing returns and spiraling costs, the client sought a solution that offered elasticity—the ability to ramp up or down based on immediate demand—without sacrificing quality. By adopting a partnership-first Adaptive PMO model, the client unlocked a level of operational flexibility that their previous provider simply could not match.

Our Adaptive PMO model provided our client the infrastructure for an adaptive business strategy, allowing them to pivot their resourcing approach and allocations in a matter of weeks. This enhanced organizational agility had a direct, positive impact on long-term value creation and ultimately cost savings for the company.

Randstad Digital’s Adaptive PMO was leveraged to build and manage the PMO and OCM efforts for the client’s transformation. However, Randstad’s approach didn’t stop at simply placing the talent; our roadmap for success was based on a proven, high-touch methodology that manages the entire human capital lifecycle.

leveraging a talent lifecycle model.

step 1: sourcing & selection

Randstad leveraged our extensive recruiting network in the US, United Kingdom, and France to identify available and qualified candidates that matched the client’s resource needs. Powerful search capabilities within our talent database and across external sources helped to locate candidates quickly for our Practice Leaders to evaluate.

Once identified, the evaluation of these candidates involved a series of steps to ensure that only the best were provided for client consideration.

Leveraging Technology for Initial Screenings: Randstad utilized HireVue, a video recording interview application, to conduct initial screenings, which provided a rapid, yet thorough, first-pass evaluation of a candidate’s communication skills and technical experiences.
SME & Leadership Review: Candidates who passed the initial screening were then submitted to a second-level evaluation conducted by Randstad Digital Consulting’s Program and Project Management principle level leaders, who confirmed that candidates possessed the right technical and interpersonal skills for the program or project manager role.

All steps were standardized, using accepted templates and consistent documentation, which allowed for rapid evaluation and rating of candidates. Using standardized tools in this way made the final decisioning process faster and more objective.

step 2: integration & cultural alignment.

As candidates were selected, we expedited their integration by providing them with a "client- customized” onboarding playbook. This document gave the new hire an introduction to the client’s culture and history, as well as pertinent information about the specific client project. Links to important documents and policies were also included, to ensure a successful start.

Once a candidate was hired, Randstad then executed a series of steps which produced a smoother transition and onboarding experience:

Pre-Start: Prior to the first day, Randstad confirmed the new resource's role, workstream, and Day 1 point-of-contact (POC). We also coordinated a "Meet & Greet" to encourage an immediate personal connection between the new and established team members.
Day 1-5: For Day 1, Randstad confirmed seamless system access and provided an overview of the program structure, roles, and PMO organization. Ongoing follow-up was conducted through the balance of this first week to resolve any questions or concerns.

step 3: value realization

Once the onboarding process completed, we consistently circled back with the consultant and their client manager/leadership to ensure that project team integration was successful. Our outreach efforts involved touch-points at the end of week one, with both the consultant and client, and continued with both on a routine basis every 2-3 weeks to assess performance, resolve issues, and ensure that key knowledge transfer was happening.

Additionally, we hosted open office hour times once a month for groups of consultants to meet with our practice leadership for guidance and direction on any work products they were creating or challenges within their client work. We also conducted more formal knowledge sharing activities once a month to further enhance our consultant’s performance for the client.

Another key touchpoint within our Adaptive PMO execution model is our monthly read-outs to our client sponsor highlighting value-add activities completed by the consultants and visibility into the tailored resourcing approach and the client’s overall spend tracking for the engagement.

This high-touch approach contributed to building strong, collaborative relationships with our clients, as well as ensuring that our consultants felt supported and well-prepared for a successful assignment.

what made the difference?

Randstad Digital recognizes that the job does not stop with providing qualified Project Managers as part of our Adaptive PMO program. Success happens through communication and collaboration. By doing so, we are able to support our consultants, and provide an excellent experience, for them and our client for the duration of the engagement.

our clients and consultants experience:

Continuous checkpoints: A regular cadence of checkpoints with both the consultant and the client manager allows for the proactive management of performance, ability to quickly address concerns, and ensure that the consultant is delivering on the work they have been hired to do.
Active talent management: Randstad Digital Consulting doesn’t just place talent, we manage their engagement. From client onboarding and system access to Travel & Expense (T&E) processes and consultant professional growth, freeing the client leadership to focus on the strategic goals of the ERP implementation.

Randstad Digital Consulting’s expertise doesn’t simply focus on providing project and technology expertise - we focus instead on the business of transformation.

The talent lifecycle model is designed to be replicable, meaning that Randstad can deploy the same comprehensive service for any client implementing a large-scale initiative, whether they need Project Managers (through our Adaptive PMO program), Business Analysts, or other critical resources.

our success is in the numbers:
- 6 ERP workstreams (e.g., Finance, Shared Data, Architecture, Quality and Food Safety, Source to Pay, and Lead to Cash) with dedicated Randstad project professionals leading key aspects of the workstreams’ deliverables.
- Over 20 Program and Project Management professionals onboarded over six months.
- 82 % retention rate of resources across the entire engagement team supporting the client for a six month time period.

next steps. ready to accelerate your own transformation?

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randstad digital consulting services’ accelerated approach to transforming & fueling a global PMO.

about the project.

the customer.

the challenge.

the solution.

how randstad digital helped.

step 1: sourcing & selection

step 2: integration & cultural alignment.

step 3: value realization

the outcome.

what made the difference?

our clients and consultants experience:

our success is in the numbers: