Scaling Without Breaking Culture

How a Tech Defense Firm Reclaimed Control During Rapid Growth

Client: Confidential- Rapidly Growing Tech Defense Firm
Industry: Engineering + Technology Consulting
Pillar: Organizational Infrastructure & Risk Management

The Situation

A tech defense firm had expanded quickly, adding programs and employees across multiple locations. Their collaborative, non-hierarchical culture had fueled early success, but as the business scaled, their people systems lagged behind.

A newly implemented HRIS had replicated broken workflows instead of resolving them. Benefits errors, missing data, and manual tracking kept leaders stuck in reactive mode.

The Chief People Officer was managing 78 separate review and salary adjustment deadlines manually, along with a constant stream of employee questions and concerns, leaving little time for strategic leadership.

The very flexibility that once defined the company was now undermining consistency, fairness, and focus.

The Growth Point Way:

We don’t apply templates; we embed. Growth Point Resources begins every engagement by understanding the humans inside the system: how work actually happens, where pressure builds, and what leaders fear losing as they scale.

Humanize

We observed workflows, interviewed leaders, and surfaced unspoken tensions around communication, accountability, and trust.

Stabilize

We identified critical breakdowns in HRIS, payroll, and benefits, recovering thousands in missing benefit contributions, payroll leaks, and preventing further compliance risk

Structure

We rebuilt team and HRIS workflows to reflect real business logic and designed scalable review and compensation systems, reducing leadership administrative time by 60%.

Empower

We facilitated a Leadership Planning Workshop to clarify ownership, decision-making, and communication flow across people priorities. We created playbooks to communicate consistent processes and facilitated training to ensure managers were aligned in behaviors.

The Impact

$20K+ recovered through audit and systems stabilization

150+ leadership hours reclaimed annually from manual processes

Improved retention by creating consistent onboarding and transparent communication

Reduced compliance exposure by unifying workflows across payroll, benefits, and reviews

Leadership freed to lead, shifting from firefighting to foresight

Chief People Officer

“You ask us tough questions that make us think differently, and we learn something every time we meet."