Structured outplacement support for HR Directors and People & Culture leaders navigating redundancy, restructure or workforce reduction. We help your departing employees land their next role faster, protect your organisation's reputation in the market, and support the morale of the team that remains.
A redundancy or restructure affects three different groups inside your organisation, each with different needs and different risks if those needs aren't met. Done well, outplacement addresses all three at once. Done poorly — or not at all — each becomes a problem you'll be dealing with for the next two years.
The people leaving
Faster re-employment, dignified exit. Departing employees move from redundancy to next role faster — typically 50-60% faster than self-directed job searches. The right resume, the right LinkedIn presence, structured coaching through interview process, and named human support during a stressful chapter. Your former employees become advocates rather than detractors.
The people remaining
Survivor morale, retained engagement. Remaining employees watch how you treat the people leaving — and decide their own future based on what they see. Visible, well-resourced outplacement is the single strongest signal you can send to the team that stays. The cost of one disengaged senior employee leaving voluntarily in the six months after a poorly-handled redundancy is more than the cost of the entire outplacement program.
Reputation & risk
Brand protection, Fair Work risk reduction. Glassdoor reviews, LinkedIn posts, ABC News stories — all start with a single departing employee feeling the organisation didn't support them. Structured outplacement materially reduces Fair Work claim risk, protects employer brand for future hiring, and gives your Board and ELT a defensible answer to "what did we do for them?" — not just internally but in any subsequent media or regulatory inquiry.
Every TRW outplacement program includes the same six components, calibrated by participant tier. The depth and intensity of each varies between Workforce and Executive — but the core architecture is consistent so that everyone in your program receives credible, professional support.
A professionally written resume calibrated to the participant's level, sector, and target roles. Same writers who deliver our retail resume service — no offshore, no AI, no templates.
A keyword-optimised LinkedIn profile aligned to the rebuilt resume. Recruiters use LinkedIn search, not the LinkedIn feed — we write profiles that surface for the right searches and convert recruiter messages into interview invitations.
A reusable cover letter framework participants can adapt for each application — written by senior writers, structured for either private-sector or government applications depending on participant target.
One-on-one coaching with a senior coach: clarifying career direction, identifying target organisations, building a structured search plan. Number of sessions calibrated by tier (1 for Workforce, up to 6 for Executive).
Mock interview sessions with rubric scoring, recording and full transcript. Senior and Executive participants receive structured 1-hour sessions; Professional and Workforce receive group interview workshops.
Lead management tools, target organisation lists, networking templates, recruiter outreach scripts. The infrastructure most departing employees never had to build before — pre-assembled and shared on day one.
We've designed our engagement model around the actual workload of an HR Director navigating a redundancy. You shouldn't be the one handling individual participant queries, scheduling sessions, or fielding "how do I update my LinkedIn?" — that's our job. Yours is to confirm scope, approve the proposal, and get back to running the rest of the function.
A confidential call with Marc, our Operations Manager and outplacement lead. We'll understand the redundancy context — locations, levels, employee numbers, timeline, sensitivities — and walk you through how we'd approach it. No quote yet; just scoping.
A tailored written proposal with tiered packages, per-person pricing, total program cost, delivery model and timeline. Everything you need to take to your CFO, CEO or Board — clear, defensible, procurement-ready.
Once contracted, we manage every interaction with your departing employees directly. Welcome packs, scheduling, intake calls, deliverables, follow-up — handled by us. You receive monthly reporting; participants receive named human support throughout.
Monthly status reports through delivery, plus a final program report at close. Participation rates, engagement metrics, re-employment outcomes where reported. The kind of evidence your Board, ELT, or external auditors will ask for — prepared as standard.
Different participants need different things. A frontline worker needs a clear resume, a strong LinkedIn profile, and confidence going into interviews. An exiting executive needs strategic career counsel, board-level positioning advice, and discreet networking support. Our four tiers reflect this — and you can mix tiers across a single program.
Tier 01
Frontline, operational, administrative roles
Tier 02
Mid-career professionals and specialists
Tier 03
Managers, team leads, senior specialists
Tier 04
Director, GM, C-suite, Board appointments
Pricing is per person and includes GST. Programs of 10+ participants typically attract volume adjustments. Bespoke proposals delivered within 48 hours of discovery call. All tiers can be mixed within a single program — we'll recommend the right tier for each participant during scoping.
Outplacement engagements are inherently confidential — we don't name client organisations or individuals. The case studies below are anonymised summaries of recent programs, with details adjusted to protect identifying information while keeping the structure, scale and outcomes accurate.
A mid-sized professional services firm undergoing post-merger restructure. 47 affected employees across Melbourne, Sydney and Brisbane offices, mixed across Workforce, Professional and Senior tiers, plus two Executive participants exiting at GM level.
What we delivered
12-week structured program, fully remote via Microsoft Teams. Tiered packages calibrated to participant level. Single point of contact (Marc) for the HR Director throughout, with monthly status reporting and a final program report at close.
Outcome
42 of 47 participants engaged with the program (89% participation rate). Of those who engaged, 36 reported new employment within 90 days of program completion. No Fair Work claims arising from the redundancy round. The HR Director re-engaged us six months later for a smaller second-round program.
A Commonwealth agency undergoing a structured workforce reduction following machinery-of-government changes. 22 affected APS employees ranging from APS5 to EL2, distributed across Canberra, Melbourne, Sydney and three regional locations.
What we delivered
8-week program with strong selection criteria specialisation given participant target was predominantly other APS or state government roles. Marc led delivery given his deep familiarity with APS Integrated Leadership System framework. Group workshops on selection criteria writing, plus one-on-one coaching for each participant.
Outcome
21 of 22 participants engaged with the program (95% participation rate). Of those who engaged, 17 had secured next roles within the program window — 14 within APS or state government, 3 in private sector. The Department's Chief People Officer cited the program in their internal post-restructure review.
A regional manufacturing site closure affecting 14 employees in a single regional Victorian town with limited local job market. Mostly Workforce-tier participants with significant tenure (12-25 years) and limited recent job-search experience.
What we delivered
Bespoke 6-week Workforce program with extended one-on-one resume support given many participants had not written a resume in over a decade. Group workshops on contemporary job search and online application processes. Two participants funded up to Senior tier given internal supervisor experience worth surfacing.
Outcome
14 of 14 participants engaged (100% participation rate). 11 secured next roles within 6 months of program close — including 4 transitioning to nearby regional employers, 3 to expanded roles in Melbourne, and 4 to retraining programs with future employment commitments. The General Manager described the program in his exit communication as "the part of this we got right."
Most outplacement decisions are approved by someone other than the HR Director driving them. Our prospectus is built for that — clear positioning, transparent four-tier pricing, two anonymised case studies, and the engagement model in writing. Designed to walk into your next ELT meeting without you having to explain it.
There's no formal minimum. We've delivered single-person executive transitions and we've delivered programs covering 50+ participants. The right engagement size is the one that matches your situation — we calibrate the proposal to whatever you're navigating.
Yes. All TRW outplacement support is delivered remotely via Microsoft Teams, which means location isn't a constraint. We've supported participants in regional Queensland, remote Northern Territory, regional Victoria, and across Tasmania with the same quality of service as participants in capital cities.
From discovery call to first participant intake is typically 7-10 business days. The proposal arrives within 48 hours of the discovery call, signed contract within 5 business days, participant onboarding within the following week. For urgent situations, we've launched programs in 5 business days when required.
Coach allocation is structured during proposal stage based on participant tier, sector and target role. Senior and Executive participants are matched to a dedicated coach for the engagement; Professional and Workforce participants work with the team. Participants can request a different coach if there's a meaningful misalignment — we've never had to action that, but the option exists.
Outplacement is not a substitute for legal compliance — your obligations under the Fair Work Act, redundancy entitlements, and consultation requirements remain the same regardless of whether you offer outplacement. However, courts and tribunals consistently view structured outplacement support as evidence of genuine consultation and good-faith treatment of departing employees, which is favourable in any subsequent dispute.
All TRW outplacement engagements are delivered under strict confidentiality. We don't publish client names, identifying details of programs, or individual participant information — including in case studies. We don't list past clients on our website or in marketing materials. Discovery calls and proposals are covered by confidentiality from initial contact.
Monthly status reports through delivery, plus a final program report at close. Reports cover: participation rates, engagement metrics (sessions delivered, deliverables completed), aggregate outcome data where reported by participants. We do not share individual participant information with the employer organisation — that participant trust is non-negotiable for the program to work.
Yes — and most programs do. A typical 30-person program might include 18 Workforce-tier participants, 9 Professional-tier, 2 Senior-tier and 1 Executive-tier. We recommend the right tier for each participant during scoping, and you can adjust tier allocation right up to program launch.
Marc Cayzer leads our outplacement work. A 30-minute confidential call is the right starting point — we'll understand the redundancy context, walk you through how we'd approach it, and follow up with a bespoke proposal within 48 hours. No pricing pressure, no obligation.
