At the start, CK Group took on the TUPE transfer of the existing contractor workforce, which was a disjointed team with little communication or shared management structure. The team had low morale and dissatisfaction due to temporary contract terms and minimal HR support. CK Group was tasked with implementing a robust management framework and improving employee experience while maintaining the high-level scientific support for Eisai’s discovery research program.

The key challenges included uniting a fragmented and demotivated team, gaining clear understanding and buy-in from Eisai’s senior management and site teams on the new managed service model, and effectively recruiting and onboarding new CK employees to fit the model. Additionally, establishing meaningful Key Performance Indicators (KPIs) was essential to monitor success and align with Eisai’s expectations.

CK Group established a clear management structure with on-site HR support and defined lines of accountability. Employees were transitioned to permanent contracts offering enhanced benefits such as improved leave entitlement, sick pay, pension contributions, and private medical cover.

Regular performance and absence management processes were introduced alongside informal reviews and training opportunities. To support ground-level supervision and foster peer support, Team Coordinators were appointed from within the existing workforce and given extensive training.

Communication was enhanced through regular one-to-one meetings, an open-door HR policy, quarterly newsletters, surveys, and team-building activities like treasure hunts, sports days, and a scientific journal club.

CK Group also prioritised educating Eisai’s management and teams about the model through visibility on-site and consistent engagement, supported by formal steering group meetings to oversee progress and address issues promptly.

Recruitment was managed predominantly by CK Group on site, with client involvement in final competency assessments. A CK-specific induction and buddy system ensured new hires integrated smoothly and understood the CK/client relationship.

Over five years, the CK-managed team grew from 20 to 36 members while achieving high levels of client and employee satisfaction. The transparent governance and management structure, combined with strong performance feedback, fostered a motivated and proud workforce.

Development opportunities and HR support contributed to high retention of skilled individuals. Open communication and strong client relationships allowed quick problem resolution.

The project significantly reduced the administrative and recruitment burden on Eisai, while delivering a consistent, high-quality scientific workforce that supported their cutting-edge discovery research.