HR Strategic Services

Priestly Demolition Inc.


Priestly Demolition Inc.

Client Overview

About Priestly Demolition Inc.

For over 25 years, Priestly Demolition Inc. (PDI) has been a staple in Ontario’s demolition industry, known for tackling landmark projects like Maple Leaf Gardens and Terminal 1 at Pearson International Airport. A With a focus on sustainability and efficiency through technology, PDI has not only amassed the largest fleet of demolition equipment in the country but also transformed itself into a valuable partner for governmental agencies and private organizations alike.



The Challenge: Transactional to Strategic


Priestly’s lean HR team had historically functioned in a transactional capacity, hampered by the demands of a burgeoning workload. The company aimed to elevate its HR functions into strategic enablers, supporting ambitious plans for growth across Canada and the US.


  • Understanding Goals: Priestly’s HR team needed to better understand organizational goals, competitive advantages, and critical capabilities.
  • Resource Constraints: Limited resources for strategic initiatives hampered the HR team’s ability to go beyond day-to-day operations.
  • Unclear Strategy: The lack of a clear growth strategy complicated the task of aligning structure, systems, and people practices.


The Solution: A Roadmap for Change


By pinpointing the talent implications tied to Priestly’s organizational goals, Oliphant crafted targeted HR initiatives.


  • Discovery: Oliphant conducted a comprehensive deep dive discovery with key stakeholders to understand current reality versus desired future reality.
  • Quick Wins: Low-hanging fruit was identified, and immediate solutions were designed and implemented.
  • Developed HR Strategy: Developed a vision on a page, five year strategic roadmap and supporting playbooks to enable execution.
  • KPI Metrics: Key performance indicators were identified and implemented, for ongoing analysis and continuous improvement.
  • Elevating Leadership: Leadership behaviours, operating cadence and team dynamics were a focus and improved.
  • Strategic Workforce Planning: Implemented a Strategic Workforce Planning tool and sustainability disciplines to proactively manage talent.

Through these efforts, Priestly’s HR team successfully transitioned from being transactional problem-solvers to strategic enablers, setting the stage for the company’s planned expansion.


  • “Heather has made an incredible contribution by developing and rolling out our new Five-Year HR strategy and supporting roadmap.”

    She is leading the charge with vision and tremendous energy. She is a dynamic leader and has delivered great knowledge, experience and learning to our team. She is building a strong foundation that will support our growth for many years to come. Our Team has and will benefit greatly from the time that she shares with us!

    – Jeff Holmes, VP Operations

    PDI



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