How Strategic HR Built a Standalone Future for a Tennessee Manufacturer

In the complex world of corporate divestitures, few challenges are as daunting (or as transformative) as standing up an entirely new HR infrastructure from scratch. When a large manufacturing company in Tennessee began separating from its parent company, the stakes were high. They were not just shedding legacy systems; they were setting the foundation for their next chapter as an independent entity.

At the center of this transition was Michelle, a leader determined to get it right. She turned to Workplace Harmony for guidance, clarity, and hands-on partnership.

From the moment we engaged, it was clear this wasn’t just a standard systems implementation. The company needed to untangle itself from deeply embedded platforms that had been shared with their former parent (payroll, benefits, recruiting tools, HRIS) the entire ecosystem had to be rebuilt. And it had to happen in under six months.

Laying the Groundwork Through Strategic Listening

To ensure alignment across a rapidly shifting landscape, we began with a series of structured weekly meetings that included both the parent company and the divesting team. These sessions became our compass, helping to surface priorities, build deliverables, and navigate the inevitable surprises that come with disentangling two long-merged operations.

Data migration was one of the most significant hurdles. The legacy systems were not user-friendly, and extracting usable, clean data required careful coordination, deep analysis, and cross-functional collaboration. But this process also revealed something more important: the company’s need for long-term solutions that would support both their internal teams and their distributed workforce in the field.

Vendor Evaluation with Growth in Mind

One of our early strategic moves was guiding the client through a comprehensive vendor selection process. Rather than simply replicating what existed, we took a forward-looking approach. What would serve their team not just today, but tomorrow?

We interviewed and evaluated payroll vendors, HRIS platforms, talent acquisition systems, and benefits brokers, all with one core question in mind: Would this solution help the company scale while meeting the diverse needs of their workforce?

This level of customization was especially crucial given the nature of their employee base. With both office and field employees relying on HR support, self-service capabilities became a top priority. We focused on tools that would empower every employee—regardless of where they worked—to access what they needed, when they needed it.

Building the Team Behind the Tech

Technology and systems only go so far without the right people behind them. One of the most pressing challenges we identified early was the size of the company’s internal HR team. It was simply too small to sustain the scale and complexity of the transition.

To address this, we built a process to support talent acquisition for their HR department. We not only facilitated candidate screenings and second interviews, but also helped with strategic placement of two critical roles: an HR generalist and a benefits specialist. These hires weren’t just chosen for their experience—they were selected for their ability to thrive in a newly independent organization and to champion the systems we were putting in place.

With these additions, the company could ensure that employees had on-site support and trusted points of contact. This investment paid off quickly, as employees reported a noticeable uptick in satisfaction and responsiveness from HR.

Guiding Through and Beyond Implementation

The timeline for standing up an entirely new system was tight, and yet, thanks to rigorous planning and responsive teamwork, implementation went off on schedule. But our support didn’t end with launch.

Workplace Harmony’s philosophy has always been to equip our clients with the tools and confidence to sustain success long after we step back. That approach shaped our training efforts, knowledge transfers, and weekly touchpoints.

By the time we began transitioning out of our day-to-day involvement, the client felt not just supported—but empowered. One employee even admitted she wasn’t ready to give up her weekly meetings with Michelle, a sentiment that reflected the depth of trust and partnership built throughout the project.

What We Learned (And Why It Matters)

This engagement highlighted something we see time and time again: when organizations invest in HR with the same level of strategy and intention they give to operations or finance, the results are transformational.

The systems we helped implement didn’t just streamline workflows—they helped lay the foundation for a resilient, scalable future. The talent we helped place wasn’t just filling gaps; they became catalysts for a stronger culture. And the processes we introduced weren’t just checklists but rather bridges to a more engaged, empowered workforce.

At Workplace Harmony, we believe every company deserves to experience this kind of alignment between people and process. Whether navigating a divestiture or simply seeking a stronger foundation, we bring the strategic clarity, operational expertise, and human touch needed to turn potential into progress.

For a deeper look into this transformative project, hear directly from Michelle in the video included. Her perspective brings the story to life and shows what’s possible when people-centered HR meets purposeful execution.