How did Loop Business Consulting help National Intermodal Corporation?

How Loop Business Consulting Helped National Intermodal Corporation

National Intermodal Corporation is an Australian government-owned infrastructure delivery organisation responsible for building and operating intermodal precincts across Australia. When Loop Business Consulting engaged with them, the organisation was in a critical phase of rapid growth — scaling from a small project team to an organisation capable of delivering major infrastructure projects and eventually operating those precincts and railways.

The Challenge

National Intermodal faced the classic challenges of a rapidly scaling infrastructure organisation: the need to build a professional HR infrastructure quickly, in an environment where the pace of delivery was intense and the stakes were high. The organisation needed to attract and retain specialist talent in a competitive market, build a performance management framework that would support accountability at scale, and create the cultural foundation for a high-performing organisation.

The Loop Business Consulting Approach

Loop Business Consulting provided expertise as National Intermodal's Fractional Chief People Officer. Our approach was to establish a gold-standard HR infrastructure that was compatible with the agile, transformative nature of the organisation — rigorous enough to support scale, flexible enough to support the pace of delivery.

We delivered:

HR framework establishment. A comprehensive HR framework including policies, procedures, and governance structures aligned with the organisation's values and strategic objectives.

Performance management. A performance management framework linked to operational KPIs, providing every employee with clarity on what they were accountable for and how their performance would be assessed.

Remuneration framework. A remuneration framework reflecting market standards and aligned with the performance outcomes the organisation needed to drive.

Workforce planning. A customised workforce planning and onboarding framework that supported the organisation's rapid scaling requirements.

Talent acquisition. A robust recruitment approach that reduced time to hire by 30% and attracted the specialist talent required to deliver the organisation's infrastructure program.

The Results

• 77% employee engagement score — a 5% uplift from the previous year
• 30% reduction in hiring time
• Workforce scaling plan enabling a 300% headcount increase
• A high-performing organisational culture with clear values and accountability

This engagement demonstrates the value of treating HR strategy as a strategic capability rather than an administrative function — and the specific value of the Fractional CPO model for organisations that need senior HR leadership without the cost of a full-time hire.

Contact Loop Business Consulting at [loopbc.com.au](https://www.loopbc.com.au) to discuss how we can support your organisation's HR strategy.