Organisational Design
Restructuring, Redundancy, and Mergers & Acquisitions
Your Strategic Partner for Organisational Design, Restructuring & M&A
Change in business isn’t just inevitable—it presents an opportunity. At Mapien, we bring the expertise in M&A, restructuring, and organisational design that helps companies like yours not just adapt, but excel. With our comprehensive approach, we focus on both strategic alignment and the wellbeing of your workforce to position your organisation for enduring success. Combining technical knowledge with industry experience to deliver a holistic and strategic approach. Our advisory services are designed to help your organisation not just adapt to change, but really thrive in it.
We cover all bases when it comes to organisational change, from designing efficient structures to guiding you through M&A, restructuring, or redundancy challenges. By prioritising both the overall strategy and the impact on your people, we help make sure your organisation is strategically positioned for lasting success.
Organisational Design & Workforce Planning
Achieving a balanced, agile structure in your workforce is key to staying competitive. With our approach, your resources align with both current needs and future growth.
The best resources will be in the right places and their focus will be on the right things. This rarely happens by accident. Rather it is the consequence of smart thinking, a level of sophistication and a recognition that all organisations are dynamic. Understanding and pre-empting the influences in both internal and external environments allows you to position your organisation for competitive advantage and success.
Leaders very often struggle with the challenge of getting the balance right between differentiated work groups on one hand, or integrated work groups when working towards the achievement of goals.
- What is the optimum organisational design for tomorrow’s environment and how is that different to today’s?
- How does the workforce plan contribute towards succession planning?
- What is a comfortable rate of change and when are your people likely to suffer from ‘restructuring fatigue’?
With extensive experience and expertise in this field, we are perfectly placed to work with you in addressing these questions, and
- Ensure the design process is solid and aligned with overall corporate objectives,
- Guide you to design and implement work structures that are flexible, interactive and participatory as well as being responsive to future needs.
Redundancy & Restructuring
Restructuring doesn’t have to be disruptive. Our experts help you navigate this process while minimising impact on your people and productivity.
Workplaces are constantly changing – the ultimate goal is to improve them for the benefit of everyone. Workplace restructuring and redundancies are often complex and the way forward is can be uncertain. Sometimes it’s a disciplinary matter concerning an individual or it can be a significant restructure affecting many employees.
Mapien’s Workplace Strategists:
- provide customised, strategic guidance spanning every possible termination and redundancy scenario
- undertake discipline and misconduct investigations
- offer disciplinary process
- provide quality advice with respect to general protections, redundancies, unfair and unlawful dismissals.
We have experienced Advocates to represent you in conferences and hearings before any federal or state tribunal operating in the broad category of Employment and Industrial Relations.
With an acknowledged track record of successfully representing large and small employers in proceedings, Mapien’s experienced consultants develop pragmatic strategies, apply careful attention to detail and present cases with the highest levels of expertise.
Due Diligence and M&A
Balancing successful execution with people impact
Our M&A advisory services are designed to streamline every aspect of the transaction process—from assessment and cultural compatibility to workforce integration, ensuring a smooth and successful transition.
In any merger, acquisition or divestment, the primary focus is on the successful execution of the transaction. Unfortunately, the people element is often neglected or given a lower priority in these transactions, which can be fatal for the buyer or stall the selling process.
Early assessment enables rectification work or mitigation planning to occur.
Mapien has a successful track record in assisting both buy and sell side clients assess the viability of M&A targets as well as prepare assets for sale.
Key Team Members
Our Office Locations
Brisbane
Level 10, 340 Adelaide Street, Brisbane QLD 4000
PO Box 10399, Adelaide Street, Brisbane QLD 4000
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Workplace Strategy ArticlesFAQs
Are employers required to consult about redundancy?
Yes, under the Fair Work Act, many employers in Australia are required to consult with employees about redundancy. This obligation ensures that employees are adequately informed and given the opportunity to discuss the potential impact of redundancy on their employment. However, the requirement to consult may vary depending on the specific terms of any applicable modern award, enterprise agreement, or other registered agreements. Failure to comply with consultation obligationscan result in legal consequences for employers. Employees or their representatives may file a complaint with the Fair Work Commission, which has the authority to order remedies, including financial penalties or the reversal of redundancy decisions.
What is considered a genuine redundancy?
A genuine redundancy occurs when an employer no longer requires the job to be performed due to changes in business operations, has followed consultation requirements in the applicable award or agreement, and there are no reasonable redeployment options. Failure to adequately consult can lead the Fair Work Commission to deem a redundancy not genuine, even if the position is no longer needed. If a redundancy is genuine, the employee cannot claim unfair dismissal.
What should be included in a people impact assessment during due diligence?
A people impact assessment during the due diligence process should include evaluating the current organisational structure for potential overlaps and gaps, assessing cultural compatibility between the merging entities, measuring employee engagement levels, and reviewing leadership capabilities. It should also involve comparing compensation and benefits structures, identifying key talent for retention, reviewing employee-related liabilities, developing a clear communication plan, planning for change management, and designing a cultural integration strategy. Early assessment can help anticipate and address potential issues, ensuring a smoother transition and increasing the likelihood of a successful M&A transaction.