A Letter Of Intent For A Job Within The Same Company is commonly used in New Zealand organizations when an employee is being considered for a new position internally, whether through promotion, lateral move, or departmental transfer. This document serves as a formal communication tool between the organization and the employee, outlining the intended changes while complying with New Zealand employment law requirements. It's typically issued before the formal variation to employment agreement and includes key information such as the proposed new role, reporting structure, remuneration changes, and intended timeline. While not legally binding in its entirety, it demonstrates the organization's commitment to the change and helps ensure transparency in internal mobility processes. The document should align with the Employment Relations Act 2000 and reflect the good faith principles that underpin New Zealand employment relationships.
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1. Letterhead and Date: Company letterhead and current date
2. Addressee Details: Employee's name, current position, and internal address/department
3. Subject Line: Clear indication that this is a Letter of Intent for internal position change
4. Current Role Reference: Brief mention of the employee's current position and department
5. New Role Details: Specific details about the intended new position, including title and department
6. Key Terms: Overview of main changes to employment terms (salary, reporting line, location, etc.)
7. Intended Timeline: Proposed dates for the transition
8. Next Steps: Clear outline of the process to formalize the change
9. Closing: Signature block with appropriate authority's details
1. Conditional Requirements: Any specific conditions that need to be met before the transfer (e.g., completion of current projects, training requirements)
2. Probationary Period: Include if a trial period in the new role is required
3. Benefits Changes: Include if there are any changes to benefits or entitlements
4. Development Plan: Include if there's a specific training or development plan associated with the new role
5. Relocation Details: Include if the new role involves changing work location
6. Performance Expectations: Include if there are specific KPIs or performance criteria for the new role
1. Current vs New Terms Summary: Tabulated comparison of current and proposed new employment terms
2. Job Description: Detailed description of the new role and responsibilities
3. Organizational Chart: Updated reporting structure showing the position within the new department
4. Transition Plan: Detailed timeline and handover plan if required
Authors
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Relevant Industries
Technology
Financial Services
Manufacturing
Retail
Healthcare
Professional Services
Education
Government
Telecommunications
Construction
Mining
Agriculture
Transport and Logistics
Media and Entertainment
Non-profit
Relevant Teams
Human Resources
Legal
Finance
Operations
Information Technology
Sales
Marketing
Research and Development
Customer Service
Administration
Production
Quality Assurance
Supply Chain
Business Development
Corporate Communications
Risk and Compliance
Strategy
Project Management Office
Learning and Development
Facilities Management
Relevant Roles
HR Director
HR Manager
Hiring Manager
Department Head
Team Leader
Project Manager
Senior Manager
Director
Vice President
Chief Executive Officer
Operations Manager
Finance Manager
Technical Lead
Department Manager
Regional Manager
Branch Manager
Division Head
Supervisor
Line Manager
Head of People and Culture
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