Background (anonymized)
A Singapore-headquartered company with a PRC subsidiary needed to restructure its China senior management while remaining compliant.
Key challenges
- Dual identity: executive role + employment relationship
- Control handover and IP protection
- Pacing of communications versus negotiation latitude
Our approach
- Parallel design of board resolutions and PRC labor procedure
- Multi-scenario compensation modeling and negotiation strategy
- Disciplined evidence chain and document version control
Outcome
Exit completed under compliance, compensation below initial estimate range, no dispute triggered.