Our Client Success is Best Told in Stories

​​​​The Challenge
Ravel was approached by a private equity firm that was in the process of acquiring and merging three small health tech companies. To ensure a smooth and successful integration, the client needed a trusted team to guide the process. This included overseeing organizational design, developing hiring strategies, implementing HR technology, crafting total rewards programs, and aligning the company cultures.

The Solution
Drawing on our experience from similar work at a previous healthcare company, Ravel designed a comprehensive approach to help the PE firm achieve its goals. Here's how we tackled it:

1. Information Gathering
To understand the vision for the new organization, Ravel worked closely with the PE firm and CEO to get a clear picture of the long-term goals. We dug into the rationale behind the acquisitions, asking the right questions to uncover the "why" behind the deal. By understanding the motivations and strategic objectives of each acquisition, we were able to tailor our approach to the specific needs of the new company.

2. Team Building
Next up was organizational design. We collaborated with an external search firm to recruit top-tier C-suite executives and an independent board member. Ravel’s role here was to support the search firm by identifying talent gaps, defining leadership needs, and pinpointing opportunities for growth. This collaborative effort ultimately led to the creation of a strong leadership team that could drive the company forward.

3. Building the HR Infrastructure
A key part of the integration process was building a robust HR infrastructure to support the newly formed company. Ravel helped select the right HR technology (in this case, we used Paylocity) to streamline HR processes, from compensation to benefits. We also worked closely with leadership to design compensation and benefit plans, including long-term equity options, that would attract and retain top talent. In addition, new policies and procedures were developed to meet compliance needs. Our deep expertise in HR systems and implementation was essential to making the merger a success.

4. Leadership Team Development
Once the leadership team was in place, Ravel designed and facilitated a series of sessions to align the group on mission, vision, and values. The goal was to foster a culture of collaboration and teamwork from day one. These sessions helped to quickly establish a shared understanding of the company’s direction and ensure that everyone was on the same page as they worked together to integrate the businesses.

Summary
Ravel’s deep expertise in Mergers & Acquisitions allowed the PE firm to have confidence in the new talent strategy, culture and HR infrastructure for its significant investment. The team at Ravel helped to identify and hire a new HR leadership team to come in and support the business for the long-term.

The Challenge
A rapidly growing, Series C-backed healthcare service provider sought strategic HR guidance to support their CEO and executive leadership team. The company required a trusted advisor to develop an organizational design that aligned to significant growth plans, partner with leadership to work effectively as a team, and to oversee the search for a new Chief People Officer (CPO).

The Solution
Ravel was engaged to provide high-level HR consulting and executive support in key areas: organizational design, executive talent search and leadership team dynamics and coaching . Our comprehensive solution involved the following:

Organizational Design Leadership
Ravel initiated and led a strategic organizational design session focused on aligning the company’s prior year Executive Leadership performance with projected talent needs for a two year time horizon. This session included a deep dive into the current executive team and future needs, identifying gaps and potential solutions to address.  In addition, Ravel aligned the company’s Talent Acquisition strategy and processes to meet goals, including rapid scaling of clinical operations and improving metrics to measure performance (speed and quality of hire).  Results included doubling of hiring over prior year with reduced turnover of 50%.  

Executive Talent Search Expertise
In collaboration with the company’s venture capital partner and an external search firm, Ravel played a pivotal role in filling key roles on the executive team, including the next Chief People Officer.This process involved defining the role’s requirements, ensuring alignment with organizational goals, and participating in candidate evaluations. Ravel’s involvement extends beyond the hiring process, offering continuous support throughout the onboarding phase. This approach ensured a seamless transition and long-term success for the organization.

Leadership Team Dynamics
Following a rapid process to understand the client’s business strategy, go to market approach and operational metrics for success, Ravel was able to build relationships with key members of the leadership team. This allowed for individual and team coaching on leadership effectiveness, identifying challenges within the working styles of the team and making recommendations for improvement.  

Summary
Ravel’s leadership and guidance were instrumental in successfully identifying and hiring a highly experienced, progressive and strategic Chief People Officer. Our efficient approach to both organizational design and talent search resulted in a strengthened leadership team that is now equipped to drive the company’s HR strategy forward.

At Ravel, our definition of success extends beyond simply filling leadership roles. We focus on building strong, scalable HR teams and providing the ongoing support needed for effective leadership.

The Challenge

A healthcare data company in the midst of transitioning from nonprofit to for-profit status needed strategic HR leadership to guide them through this significant change. The CEO was ready to bring on her first CHRO but needed immediate support to navigate the complexities of the transformation. The existing organizational structure wasn't built for their new for-profit reality, and the current team didn't have the expertise to redesign it while keeping the business moving forward.

The Solution

Ravel jumped in to provide interim CHRO-level leadership while simultaneously searching for the right permanent hire. Here's how we approached it:

1. Fast Assessment and Planning

We met with the C-suite and leadership team to understand where things stood and what needed to change. Within the first two weeks, we developed comprehensive plans that would satisfy both business needs and board of directors requirements. Speed was critical because the first board meeting was just two weeks out, and we needed approvals to move forward.

2. Organizational Redesign

Working in partnership with internal leadership, we redesigned the organizational structure to support the company's new for-profit status. This meant rethinking roles, reporting lines, and how teams needed to work together. We collaborated closely with leadership throughout this process to make sure the new structure actually fit how they operated, not just how it looked on paper.

3. Compensation Strategy

We brought in external compensation experts to help develop a strategy that aligned with for-profit market standards while being fiscally responsible. This work was presented to and approved by the board, giving leadership the green light to compete for top talent.

4. Revitalizing Talent Acquisition

The company's hiring processes weren't set up to bring in talent at the pace or level they now needed. We streamlined the entire talent acquisition function and drove hiring at all levels, making it faster and more effective at attracting candidates who could thrive in a for-profit environment. We've also developed training and support for the internal team so they can absorb some of the work going forward.

5. Executive Hiring and Transition

We partnered with an external search firm to find the company's first permanent CHRO, ultimately hiring someone with the right mix of strategic thinking and hands-on execution skills. Once they were on board, we worked closely with them during the transition to set them up for long-term success.

Summary

Ravel's ability to move quickly and execute under pressure was essential to this engagement. We understood the business challenges, built strong relationships with leadership, influenced key decisions at the board level, and delivered the results needed to make the transition successful. The company now has a permanent CHRO, a modernized organizational structure, and the HR infrastructure to support their growth as a for-profit entity.ription goes here

Ready to learn more about how Ravel Talent Advisors can support your healthcare organization’s goals?