1) Client situation (anonymised):
A global chemical group with a mid-sized U.S. production facility faced a strategic inflection point. The parent company, headquartered in Western Europe, decided to ramp down and close its 250-person chemical manufacturing site due to sustained underperformance and missed growth opportunities. With no other U.S. operations to absorb the closure, the company required immediate, on-the-ground leadership to manage a complex, highly sensitive shutdown process. The urgency was driven by regulatory, environmental, and workforce risks, compounded by disengaged local management and eroding trust.
2) The challenge:
- Prolonged financial losses and missed project pipeline targets
- Local management disengagement and resistance to closure decisions
- Eroding trust and deteriorating team cohesion
- Unclear governance and delayed decision-making on critical shutdown steps
- High risk of non-compliance with U.S. environmental and labor regulations
- Workforce uncertainty, morale issues, and retention risk during layoffs
- No group-level operational support available in the U.S.
- Need for controlled stakeholder communication and reputation management
3) Interim role delivered (speed and fit):
CE Interim rapidly deployed an Interim Site Leader with proven experience in U.S. industrial plant closures and crisis management. The assignment was structured as a 9–12 month mandate to cover the full lifecycle from operational wind-down through site exit. The selected executive brought hands-on credibility in the chemical and process industries, deep familiarity with U.S. regulatory frameworks, and a track record of stabilizing teams during high-stakes transitions. The fit was critical: the interim leader needed to bridge European headquarters expectations with local U.S. realities, restore governance, and build trust across all stakeholder groups.
4) What happened during the mandate:
First 30 days
- Assumed operational control and established clear shutdown governance
- Conducted rapid assessment of site leadership, workforce, and compliance status
- Identified and secured commitment from key operational and HR staff for the transition
- Implemented transparent communication with employees and local authorities
- Launched weekly reporting cadence to headquarters and owners
First 6 months
- Led structured ramp-down of production, ensuring safety and regulatory compliance
- Coordinated severance and retention plans to maintain critical staffing levels
- Negotiated with suppliers, utilities, and environmental agencies for orderly disengagement
- Managed stakeholder communications to minimize reputational risk
- Monitored and adjusted workforce transition plans as closure milestones approached
6+ months
- Oversaw site clean-up, asset disposition, and documentation for regulatory closure
- Maintained operational discipline and safety standards through the final phase
- Facilitated knowledge transfer and process documentation for legal and compliance needs
- Supported ongoing negotiations with potential buyers and external administrators
Handover and exit
- Delivered comprehensive handover to group leadership and external parties
- Ensured all compliance, environmental, and HR obligations were documented and met
- Provided final reporting and closure documentation to owners and stakeholders
- Exited with site stabilized, risks contained, and transition completed as planned
5) Actions taken (execution focus):
- Established immediate control and clarified shutdown authority on site
- Restored weekly reporting and decision cadence with headquarters
- Identified and retained key operational and HR staff for the closure period
- Developed and executed a phased workforce transition and retention plan
- Led transparent communications with employees, regulators, and local stakeholders
- Negotiated exit terms with suppliers, utilities, and environmental agencies
- Coordinated compliance activities with U.S. regulatory bodies
- Implemented site safety and environmental protocols during ramp-down
- Structured asset disposition and documentation for legal closure
- Facilitated knowledge transfer and process continuity through exit
6) Outcomes achieved (measurable proof):
- Shutdown governance and reporting discipline restored within 60 days
- Workforce retention stabilized, minimizing unplanned attrition during ramp-down
- Regulatory compliance maintained throughout closure, with no major incidents
- Stakeholder communication improved, reducing escalation and uncertainty
- Site operations wound down safely and on schedule
- Asset and process transition executed in line with legal and environmental requirements
- Reputation preserved with local authorities and workforce
- Clean handover delivered to owners and external administrators at mandate end
7) Why CE Interim:
CE Interim delivered a rapid, precise interim solution, matching the urgency and complexity of a cross-border site closure. The interim leader’s seniority and U.S. process industry experience ensured immediate operational control and credibility with all stakeholders. CE Interim’s disciplined deployment approach enabled fast alignment between German headquarters and U.S. site realities, restoring governance and reducing risk for owners during a highly sensitive transition.
8) Call to action:
If you require an interim site leader to stabilize governance and control during a complex closure or exit mandate, CE Interim can deliver the right executive quickly and safely for your most critical transitions.
CE Interim delivers proven executive interim leaders within 72 hours across borders, cultures, and industries. We specialize in high-impact interim management for private equity firms, family offices, and global corporations facing moments of transition: digital transformation, market entry, operational turnaround, post-merger integration, or crisis.
What sets us apart is not just the speed or depth of our network, it’s how we lead. Every engagement is personally guided by a CE Interim managing partner: former CEOs, CFOs, or COOs who’ve been on your side of the table, steering organizations through high-stakes decisions.
With a global talent pool and operational reach spanning Europe, the USA, and the Middle East, we don’t fill roles, we build trust, lead transitions, and deliver outcomes.
As part of the Valtus Alliance, the world’s largest alliance of Executive Interim Management companies, we ensure seamless international execution through 25+ offices and 80+ senior partners in over 50 countries.
