# Marketing Technology Companies Needed Immediate HR Leadership [**Home**](https://growthoperators.com/)**/[Case Study](https://growthoperators.com/resources-insights/case-studies/)/Marketing Technology Company Needed Immediate HR Leadership** **Written by:** Growth Operators ## **Situation in Private Equity** A national marketing technology company faced a critical challenge. When its top human resources leader departed the company, Growth Operators was their first call for a [fractional CHRO to provide part-time HR leadership](https://growthoperators.com/solutions/fractional-interim-services/fractional-interim-human-resources/) during the transition. They needed someone who could step in to lead the human resources function quickly and keep all the priorities moving forward without missing a beat. This gave the organization access to high-level HR leadership expertise without the cost of a full-time executive, while adding flexibility during a leadership gap. Growth Operators swiftly stepped in with fresh perspective and strategic thinking from experienced HR leaders, leveraging their [nextLEVEL value creation framework to assess the current state of HR](https://growthoperators.com/services/human-resources) for middle market businesses and private equity-backed companies, and partnered with the leadership team to drive talent priorities aligned with the annual business plan. That focus brought the right expertise at the right time, similar to how fractional executives support companies through change. Our strategic efforts aligned human capital activities with the business plan and: * Reduced turnover by 7% within a year. * Boosted employee engagement scores by 25%over three quarters. * Successfully hired and onboarded a new HR leader. ## **Execution to Transform Good Companies** Upon engaging with the national marketing technology company on a part-time or as-needed basis, Growth Operators immediately implemented their proprietary nextLEVEL Value Creation Plan to assess the current state of the company's HR function and [leverage HR technology to enhance key processes](https://growthoperators.com/resources-and-insights/hr-technology-solutions); some fractional CHRO engagements can be as limited as 10 hours per month for specific projects. They joined the Leadership Team to develop and execute talent priorities aligned with the annual business plan, and fractional executives can be integrated into leadership teams successfully when there are clear expectations, measurable objectives, and the right commitment. Cultural onboarding helped the executive work closely with existing management teams and the HR department to support knowledge transfer. * Leveraged the nextLEVEL Value Creation Plan to assess the current state of the HR function by measuring Finance and HR against best practices. * Participated as a member of the Leadership Team who was responsible for developing and executing the talent priorities including recognition programs, enhanced benefit offerings, [compensation programs](https://growthoperators.com/success-stories/designing-and-implementing-a-unified-value-driven-compensation-strategy-after-a-major-acquisition), diversity, equity & inclusion council, and manager development. * Provided managerial oversight for the current HR team members and ensured HR processes and operations were delivered effectively and efficiently, including talent acquisition, compensation, training and development, payroll, benefits, and project management tools. * Managed HR third-party vendors to meet the needs of the company and ensure cost-effectiveness. * Updated employee handbook and completed all compliance-related activities. ## **Result of Talent Strategy** Growth Operators' strategic intervention significantly improved the company's HR function at a marketing technology company whose software provides foundational tools for automating campaigns, analyzing customer data, and consolidating audience data across touchpoints, reflecting [our mission and team focus on driving sustainable growth](https://growthoperators.com/about-us/). In this environment, the business uses personalized communication based on user activity to help create a consistent customer experience across engagement channels. By aligning human capital activities with the annual business plan and overall strategy, we reduced employee turnover by 7 percentage points within 12 months and boosted employee engagement scores by 25 percentage points over three quarters. Growth Operators ensured the effective delivery of HR processes, managed third-party vendors for cost-effectiveness, and completed compliance activities for clients. Additionally, we successfully hired and onboarded a new HR leader, ensuring a seamless transition and continuity in HR leadership, supported by [experienced executive leadership within Growth Operators](https://growthoperators.com/resources-and-insights/meet-our-new-president-and-executive-hires). That stronger foundation supported MarTech teams with solutions built to scale, improved operational efficiency to meet demand, and helped lower Customer Acquisition Cost while supporting Return on Ad Spend for sustainable growth, lasting value, and the future. **Topics** * Interim Management Human Resources backed by [our experienced people and starting line-up](https://growthoperators.com/team/our-people)