When the Ax Hits Home

Brad Nelson thought he had landed well when he accepted a position as Senior HR Generalist with a major company in the financial services industry at the end of 2006. He was the last of several additions to the HR staff, and much of his role was focused on recruitment. Things took a major turn in the opposite direction, though, in August 2007. That’s when the first of the layoffs began for Nelson, each one exacting a personal toll on him. He participated in more than 400 employees being laid off by the departments he directly supported before the ax fell his way in October 2008. By that time, Nelson was ready to leave.

Picking up the Pieces

Nelson realized his layoff was imminent and even volunteered for it. And while he knew a lot about the services he would be offered as part of the separation, he never truly understood how much the quality of service delivery would matter in his ability to bounce back. “I had a choice between [a much larger provider] and CPI’s Winston-Salem, NC partner, Williams Roberts Young,” said Nelson. “I’m really glad I made the choice I did, after talking to other people who went with [other provider].”

Deanna Leonard, Nelson’s outplacement consultant at Williams Roberts Young, allowed him needed time to accept his job loss – to grieve. According to Nelson, friends who went with the other company were pushed hard to immediately complete their resumes and begin their job searches. “Allowing me to grieve and helping me through that process actually helped me land faster.” Nelson met with Leonard weekly, and also phoned her every time he had either good or bad news to report. He always spoke immediately with her or got a prompt callback and experienced a great “cheerleading” and advice session. Nelson says it seemed like he must be Leonard’s ONLY charge at Williams Roberts Young. (In reality, Leonard was similarly counseling 14 other outplacement candidates, and handling a variety of other corporate responsibilities as a Vice President of the firm.) Leonard mentions that it was during this process that “Brad rediscovered his creativity – something he’d almost forgotten in the process of pushing so many people out the door.”

Razor-Sharp Focus Wins

“The 30-second commercial was truly a turning point for me,” says Nelson. “I finally put together what I’d learned on my previous job about the aspects of HR that I enjoyed, and what other people told me I was really good at doing.” He excelled at “affecting employees” and helping companies maintain high employee satisfaction – something he didn’t get to focus on much in his old job. Nelson tried out his commercial – “I’m in HR, and my dream is to make a difference in someone’s life every day,” at an HR networking event. The commercial landed him an interview with his now current employer – Moses Cone Hospital in Greensboro, NC. Fortunately, Leonard had pressed Nelson to work through the interview questions CPI provided and helped him with his negotiation practice. It wasn’t long before Nelson had not one, but two job offers on his plate – true cause for the celebration dinner that Nelson and Leonard enjoyed. Nelson accepted the position at Moses Cone Hospital, and at six months into the job is thoroughly enjoying his ability to make a difference in so many individuals’ lives.

Service That Amazed Even an HR Specialist

Nelson was tremendously impressed by the resources that were placed at his fingertips by CPI. He found the candidate portal to be “amazing.” Before going on any interview, Nelson used the portal to study the full company profile and also validated corporate financial status – not being enthused about joining another company that would be doing more layoffs. He even got to know each prospective company’s executives via their profiles.

Nelson is no stranger to outplacement programs given his tenure in HR positions; he has worked with the “biggest names” in outplacement and become familiar with what they offer. He cites the CPI workbook as being another great resource for him. “But I have to say that it’s the personal attention you get with CPI that really makes the outplacement experience totally different with them.” Never once did he experience any pushback with availability of Leonard - something that peers who used another outplacement firm sometimes encountered.

As a result of Leonard’s personal touch and his own volition, Nelson is now able to add a similar personal touch to the administration of HR policies at a thriving hospital in North Carolina. One can’t help but believe that with his personality and commitment to touching employee lives, Nelson has invented some “pay-it-forward” scheme that has a positive effect on the lives of patients who enter the doors of the hospital.