Strategic Career Transition Service
Respectful Separation, Meaningful New Beginning
Strategic Career Transition Initiative
상담 신청
Today's Executive Challenge
"Separation is not merely an individual matter; it is a test of corporate culture and leadership."
- Many companies face unexpected difficulties even after restructuring or voluntary retirement programs.
- Employees subject to separation struggle with anxiety about the future, remaining employees lose trust in the organization, managers avoid difficult conversations,
and companies may experience damage to their employer brand.
Conversely, companies that manage Career Transition in a way that respects people experience the following positive outcomes.
ㆍPsychological stability and a new beginning for departing employees
ㆍRestored trust among remaining employees
ㆍRetention of key talent
ㆍImproved corporate image
ㆍStable labor-management relations
ㆍRecovery of organizational culture
Career Transition is not a welfare program.
It is the final leadership project that demonstrates a company's dignity and future competitiveness.
"Separation is not merely an individual matter; it is a test of corporate culture and leadership."
- Many companies face unexpected difficulties even after restructuring or voluntary retirement programs.
- Employees subject to separation struggle with anxiety about the future, remaining employees lose trust in the organization, managers avoid difficult conversations,
and companies may experience damage to their employer brand.
Conversely, companies that manage Career Transition in a way that respects people experience the following positive outcomes.
ㆍPsychological stability and a new beginning for departing employees
ㆍRestored trust among remaining employees
ㆍRetention of key talent
ㆍImproved corporate image
ㆍStable labor-management relations
ㆍRecovery of organizational culture
Career Transition is not a welfare program.
It is the final leadership project that demonstrates a company's dignity and future competitiveness.
Executive Insight
"The way a company parts with people is remembered longer than the way it hires them."
An organization that respects people until the very moment they leave is an organization that attracts better talent.
"The way a company parts with people is remembered longer than the way it hires them."
An organization that respects people until the very moment they leave is an organization that attracts better talent.
I. What Service Do We Provide | What Service
Executive Summary
ㆍCareer Transition is not merely outplacement support or job placement assistance.
ㆍKangNam Labor Law Firm helps employees who are preparing to leave objectively review their careers and strengths and establish new career strategies aligned with the changing labor market.
ㆍAt the same time, we provide comprehensive support so that companies can manage the separation process in a fair and respectful manner, including manager communication, psychological support, leadership coaching, and organizational stabilization.
ㆍIn particular, we combine global outplacement best practices with the realities of the Korean labor market to implement a people-centered Career Transition program.
When Is This Service Needed?
Career Transition Service is needed in the following situations.
1-1. Consulting Scope
II. How Do We Deliver | How to Deliver
Career Transition is not simply the process of finding the next job.
It is a journey of rediscovering one's strengths and potential and designing a new direction for both career and life.
KangNam Labor Law Firm designs a customized Career Transition Journey tailored to each individual's career stage and goals.
Career Transition Journey
2-1. Detailed Process
2-2. Materials to Prepare in Advance
2-3. Key Management Points During Operation
ㆍWe respect departing employees not as “persons to be supported,” but as professionals with new potential.
ㆍWe provide both career coaching and support for emotional transition.
ㆍWe provide a customized Career Roadmap aligned with each individual's career goals.
ㆍWe support managers in building Career Conversation capabilities based on respect and empathy.
ㆍWe consider both the company's employer brand and the departing employee's new beginning.
III. What Benefits Does the Client Receive | Client Benefits
Why KangNam Labor Law Firm?
ㆍWe support the entire process as a career transition program, not as simple outplacement support.
ㆍWe provide practical and executable solutions through an Executive Advisory Program that combines the field experience of Dr. Junki Han, a former CHRO at multiple Fortune Global 500 companies, with the legal expertise of a labor law firm specializing in foreign-invested companies.
ㆍBy combining the labor law expertise of a labor law firm specializing in foreign-invested companies with career consulting capabilities, we design Career Transition programs that both companies and employees can trust.
ㆍWe support diverse career transition scenarios, including reemployment, entrepreneurship, lectures and consulting, and portfolio careers, helping each individual identify the most suitable future path.
ㆍWe provide a dignified Transition Program that protects both the departing employee's new beginning and the company's employer brand.
ㆍWe integrate the procedural legitimacy required under labor law and global change management into a single project.
자주 묻는 질문
Q8
How does KangNam Labor Law Firm differentiate itself from general HR consulting firms or conventional labor advisory services?
A Seamless Integration of Labor Law and Human Resources
General HR consulting firms often lack strong labor and employment law capabilities, while conventional labor consultants may have limitations in designing and delivering management-oriented, globally benchmarked HR strategies.
KangNam Labor Law Firm provides a distinctive and integrated solution that combines its robust labor law expertise and dispute-prevention capabilities with the practical HR strategy experience of Dr. Junki Han, a former CHRO and senior HR executive at leading global companies, including Microsoft, eBay, and Cigna, a major U.S. financial and insurance group.
This combination enables us to provide clients with both legal risk protection and practical, business-oriented HR solutions through a single advisory platform.
A Balance Between Theory and Practice
Dr. Junki Han, Senior Advisor, holds a doctoral degree in Human Resources and Organization Management and also serves as a professor specializing in practical management education.
Through direct one-on-one counseling, business coaching, and a range of tailored strategic options, he provides practical solutions designed to improve implementation and produce tangible results in the workplace.
General HR consulting firms often lack strong labor and employment law capabilities, while conventional labor consultants may have limitations in designing and delivering management-oriented, globally benchmarked HR strategies.
KangNam Labor Law Firm provides a distinctive and integrated solution that combines its robust labor law expertise and dispute-prevention capabilities with the practical HR strategy experience of Dr. Junki Han, a former CHRO and senior HR executive at leading global companies, including Microsoft, eBay, and Cigna, a major U.S. financial and insurance group.
This combination enables us to provide clients with both legal risk protection and practical, business-oriented HR solutions through a single advisory platform.
A Balance Between Theory and Practice
Dr. Junki Han, Senior Advisor, holds a doctoral degree in Human Resources and Organization Management and also serves as a professor specializing in practical management education.
Through direct one-on-one counseling, business coaching, and a range of tailored strategic options, he provides practical solutions designed to improve implementation and produce tangible results in the workplace.
Q7
How are consulting fees determined?
Consulting fees are calculated reasonably and transparently based on the project scope, the time required, the number of participants, and the frequency and duration of the engagement.
Following the preliminary assessment meeting, we provide a customized quotation tailored to the client’s budget and specific needs, with the aim of delivering the best possible value for the investment.
Following the preliminary assessment meeting, we provide a customized quotation tailored to the client’s budget and specific needs, with the aim of delivering the best possible value for the investment.
Q6
What specifically does the “Virtual CHRO Advisory Service” provide?
This service is a hybrid, in-depth HR and organizational consulting solution that combines online and offline support with CEO business partnering and targeted coaching. It is designed for SMEs, venture companies, and foreign-invested companies that may find it difficult to maintain an independent HR department or employ a senior-level Chief Learning Officer (CLO) on a full-time basis.
At a reasonable cost, we operate as an extension of the client’s internal learning and development team by continuously planning and implementing initiatives such as annual learning master plans aligned with business strategy, core competency modeling, leadership training for team leaders and executives, and organizational culture development sessions.
For foreign-invested companies, workshops and lectures may also be delivered entirely in English by a consultant with native-level English proficiency.
At a reasonable cost, we operate as an extension of the client’s internal learning and development team by continuously planning and implementing initiatives such as annual learning master plans aligned with business strategy, core competency modeling, leadership training for team leaders and executives, and organizational culture development sessions.
For foreign-invested companies, workshops and lectures may also be delivered entirely in English by a consultant with native-level English proficiency.
Q5
What is the process for engaging the consulting service?
The consulting engagement follows a prompt and clearly structured four-step process:
1. Consultation Request
Submit the HR or labor-related issue currently facing your organization through our website or by telephone.
2. Preliminary Assessment
Participate in a one-on-one meeting with Dr. Junki Han, Senior Advisor at KangNam Labor Law Firm, to identify the organization’s specific needs and assess potential risks.
3. Customized Proposal
Receive a tailored proposal outlining the recommended curriculum, project schedule, and scope of advisory services.
4. Contract and Implementation
Following final coordination, the parties execute the consulting agreement, and the consulting or coaching project begins immediately.
1. Consultation Request
Submit the HR or labor-related issue currently facing your organization through our website or by telephone.
2. Preliminary Assessment
Participate in a one-on-one meeting with Dr. Junki Han, Senior Advisor at KangNam Labor Law Firm, to identify the organization’s specific needs and assess potential risks.
3. Customized Proposal
Receive a tailored proposal outlining the recommended curriculum, project schedule, and scope of advisory services.
4. Contract and Implementation
Following final coordination, the parties execute the consulting agreement, and the consulting or coaching project begins immediately.
Q4
Is there a specific sequence for the six services? Can each service be selected and engaged separately?
Yes. Each service may be selected and engaged separately.
Although the six services are organically interconnected, clients may choose only the programs they require, depending on their circumstances, priorities, and level of urgency. The services are therefore provided on a customized, modular basis.
For example, a company may first address an urgent issue involving a Performance Improvement Plan (PIP) or restructuring communications. Thereafter, the company may use the Virtual CHRO service to support organizational stabilization and post-project management, while gradually expanding the engagement into other necessary HR and organizational development consulting services.
Although the six services are organically interconnected, clients may choose only the programs they require, depending on their circumstances, priorities, and level of urgency. The services are therefore provided on a customized, modular basis.
For example, a company may first address an urgent issue involving a Performance Improvement Plan (PIP) or restructuring communications. Thereafter, the company may use the Virtual CHRO service to support organizational stabilization and post-project management, while gradually expanding the engagement into other necessary HR and organizational development consulting services.
Q3
How is the consulting service primarily conducted?
The consulting service is delivered through a practical, solution-oriented approach grounded in each client’s specific needs. We avoid traditional projects centered primarily on lectures or standardized reports.
Based on a thorough preliminary assessment, the engagement is conducted through a hybrid model tailored to the company’s current HR and organizational challenges. This model combines hands-on, one-on-one business coaching with the direct participation of working-level employees and leadership teams to achieve meaningful behavioral change. Depending on the client’s needs, the engagement may include interviews, workshop facilitation, individualized business coaching, and in-depth analytical reports.
Based on a thorough preliminary assessment, the engagement is conducted through a hybrid model tailored to the company’s current HR and organizational challenges. This model combines hands-on, one-on-one business coaching with the direct participation of working-level employees and leadership teams to achieve meaningful behavioral change. Depending on the client’s needs, the engagement may include interviews, workshop facilitation, individualized business coaching, and in-depth analytical reports.
Q2
Who are the primary target clients for this consulting service?
This consulting service is particularly suitable for:
Companies experiencing direct or indirect productivity issues, potential legal disputes, or conflicts among executives and employees in connection with performance evaluations and the management of underperforming employees
Companies that require discreet and orderly restructuring, as well as outplacement or career transition support for departing employees, due to deteriorating business conditions or business restructuring
Companies seeking to ensure the successful onboarding, early stabilization, and long-term performance of newly recruited or promoted executives
Small and medium-sized foreign-invested companies, SMEs, and venture companies that require high-quality organizational development solutions without establishing an independent HR department, appointing a full-time CHRO, or making a permanent executive-level hire
Companies experiencing direct or indirect productivity issues, potential legal disputes, or conflicts among executives and employees in connection with performance evaluations and the management of underperforming employees
Companies that require discreet and orderly restructuring, as well as outplacement or career transition support for departing employees, due to deteriorating business conditions or business restructuring
Companies seeking to ensure the successful onboarding, early stabilization, and long-term performance of newly recruited or promoted executives
Small and medium-sized foreign-invested companies, SMEs, and venture companies that require high-quality organizational development solutions without establishing an independent HR department, appointing a full-time CHRO, or making a permanent executive-level hire
Q1
What is the basic concept of the newly launched “Executive People Advisory Consulting” service, and what benefits can clients expect?
Basic Concept
This program combines the practical experience of a Chief Human Resources Officer (CHRO) at leading global companies with the labor and employment law expertise of KangNam Labor Law Firm. It provides senior executives and corporate decision-makers with highly customized expert services addressing critical HR and organizational development issues that they consistently recognize as important but often find difficult to manage effectively through internal resources alone.
The principal programs include performance management, underperformer management, corporate restructuring, career transition support, executive onboarding, and Virtual HRD. As a premium advisory service, the program provides one-stop solutions for managing key HR and organizational risks while developing effective growth strategies.
In addition to these programs, further customized services can be designed to address each client company’s specific needs and requested areas of support.
Expected Benefits
The service proactively prevents serious labor disputes and legal risks while strengthening leadership capabilities and stabilizing the organization. Through these measures, it supports sustainable improvements in corporate productivity and long-term organizational performance.
This program combines the practical experience of a Chief Human Resources Officer (CHRO) at leading global companies with the labor and employment law expertise of KangNam Labor Law Firm. It provides senior executives and corporate decision-makers with highly customized expert services addressing critical HR and organizational development issues that they consistently recognize as important but often find difficult to manage effectively through internal resources alone.
The principal programs include performance management, underperformer management, corporate restructuring, career transition support, executive onboarding, and Virtual HRD. As a premium advisory service, the program provides one-stop solutions for managing key HR and organizational risks while developing effective growth strategies.
In addition to these programs, further customized services can be designed to address each client company’s specific needs and requested areas of support.
Expected Benefits
The service proactively prevents serious labor disputes and legal risks while strengthening leadership capabilities and stabilizing the organization. Through these measures, it supports sustainable improvements in corporate productivity and long-term organizational performance.
주요 대표 사례