what is redeployment?

Roles are changing faster than hiring cycles can keep up with. As skills shift and new work emerges, your best candidates are often your existing employees. Redeployment keeps critical knowledge in-house, reduces hiring time and protects culture as you reskill for what’s next. It provides employees with a clear path forward when roles evolve or are eliminated, which helps preserve morale and trust. In this climate, keeping your people isn’t just the right thing to do — it’s a strategic necessity.

Redeployment is an internal mobility strategy that moves employees from roles that are changing or closing into open roles across the business. You keep skills in-house, protect your culture, and reduce the operational and reputational risks associated with layoffs. The same transition services — coaching, branding and mobility tools — help employees apply for internal roles with confidence. When a move isn’t possible, redeployment can be paired with outplacement so exits are supported with care.

Treat redeployment as a structured process, not an ad hoc rescue. Map roles and transferable skills, make internal paths visible and give managers clear steps so movement is fast, fair and well-supported.

• Identify roles and skills: Map roles at risk and inventory transferable skills to determine who can move where.
• Surface opportunities: Publish open roles and short assignments so employees can see real paths forward.
• Prepare candidates: Offer coaching, resume and profile updates and internal interview prep tailored to target roles.
• Enable managers: Give hiring leaders simple processes and SLAs so internal candidates move quickly through selection.
• Bridge gaps: Provide targeted skilling and learning pathways to close gaps for credible pivots.
• Transition and track: Support onboarding into the new team and track outcomes to prove impact.

Redeployment runs on the same foundation that powers strong outplacement, tuned for internal moves. Employees need clear positioning, credible pathways and timely support. HR needs tools and reporting that make the process visible and repeatable.

• Coaching for internal moves: One-to-one or group guidance helps employees position transferable skills and prepare for internal interviews.
• Professional branding: Resumes, profiles and internal applications showcase achievements and align with target roles.
• Mobility technology: Job matching and talent marketplaces connect people to best-fit roles. 
• Learning and reskilling: Curated pathways and credentials enable faster, future-ready career shifts.
• Change and communications: Toolkits and messaging equip leaders and managers to explain the why, the process and next steps. 
• Analytics and governance: Dashboards and insights track adoption, time to fill and placement quality by function and level.

Use redeployment wherever work is shifting and roles are evolving. You get the best results when you identify opportunities early, remove friction from internal moves and pair skilling with clear pathways.

• Before a restructuring: Explore internal moves ahead of notifications to reduce exits.
• During transformation: Shift talent as work changes due to AI, automation or new markets.
• After a merger or reorg: Realign overlapping roles and protect institutional knowledge.
• For skill shortages: Retrain adjacent talent when the market is tight or hiring is slow.

for employers

Redeployment protects business continuity while lowering the real costs of disruption. You keep critical knowledge inside the company, reduce time to productivity and demonstrate that you have explored every option.

• Retain critical skills and knowledge: You keep hard-won expertise and avoid the hidden cost of replacement.
• Shorten ramp time: Internal hires onboard faster because they already know your systems and culture.
• Reduce recruiting and onboarding costs: Fewer external searches mean lower spend and less time to productivity.
• Sustain productivity and morale: People see a future within the company, which stabilizes teams during change.
• Strengthen external brand and talent attraction: Redeployment reinforces your employer brand — positioning your organization as one that invests in its people and their skills.
• Lower brand and compliance risk: Showing every option was explored protects reputation and reduces risk.

for employees

Employees want fair treatment, clear options and support they can act on. Redeployment preserves relationships, builds confidence and keeps career momentum moving. When a move isn’t possible, a warm handoff to outplacement ensures dignity and support.

• Preserve continuity and relationships: People stay with teams they trust while building new momentum.
• Create clear career pathways: Employees see real internal options instead of having to guess at next steps.
• Provide targeted reskilling: Focused learning builds confidence and credibility for the new role.
• Maintain career momentum: Internal moves limit time in transition and reduce resume gaps.
• Ensure dignity if roles end: When a move isn’t possible, a warm handoff to outplacement supports a strong exit.

1. Do you have a current inventory of open roles and the skills required so employees can see real targets?
2. Are hiring managers equipped and encouraged to consider internal candidates quickly and fairly?
3. Do employees have access to coaching, branding and learning so they can compete for internal roles?
4. Can your platform match people to roles based on skills and potential rather than titles alone?
5. How will you measure success across placements, time to fill, pay equity and participant satisfaction?

1. Start early — stand up redeployment before notifications so you minimize exits and signal care.
2. Remove friction — set SLAs, simplify internal applications and pre-book interview time with hiring managers.
3. Measure and share — track placements, adoption and savings and share wins to build confidence and scale.

• how do career transitions work today?
• what is outplacement?
• how to plan for restructuring.
• building the business case: from risk to ROI.
• RFP essentials & choosing the right provider.
• delivering globally with local care.