<p>This paper introduces the Health Oriented Transformation Program (HOT) and reports the findings of a&#xa0;process evaluation conducted within the framework of an organizational restructuring initiative. The program aimed to promote prospective and participatory psychosocial risk assessment in two pilot departments of a&#xa0;steel-processing company.</p><p>An intervention-based case study design was applied to assess feasibility, depth of participation, sustainability of interventions, and acceptance. Data were collected through document analyses and an acceptance survey. Employees and managers from two pilot departments (production: <i>N</i> = 55; administration: <i>N</i> = 13) participated.</p><p>Both pilot departments achieved above-average participation rates. Half of the jointly defined interventions were implemented within nine months. Although the short study period does not allow for conclusions regarding long-term outcomes, the results provide scientifically relevant insights into favorable conditions for successful psychological risk assessment in transformation contexts.</p><p>The findings demonstrate the practical applicability of the HOT Program in organizational change processes. For sustainable prevention, the establishment of continuous, stress-specific monitoring and the development of qualified personnel for psychosocial risk assessment are recommended.</p><p><i>Practical Relevance</i>: Organizations undergoing transformation often face substantial challenges, frequently accompanied by psychological strain among employees. The HOT approach offers a&#xa0;practice-oriented framework for company-specific psychosocial risk assessments. In five structured workshop phases, occupational safety professionals and works council representatives collaborate with managers and employees to identify psychosocial stressors and jointly develop preventive measures.</p>