Problems of strategic human resource management, such as proposed reductions in prospective retirement benefits under an American pension plan, present complex challenges. Typically, a firm pursues strategic objectives such as Cost control through changes in focal policies and programs affecting its workforce. At such times a firm should be wary of long-term consequences among individual employees, since the firm, its programs, and its employees, comprise a three-level feedback system. Unintended consequences at the micro-organizational level may lead in turn to additional unpleasant surprises at the program or firm levels. This paper discusses the development of a simulation model combining the approaches of agent based and system dynamics disciplines in addressing a client’s multi-level concerns. It articulates differences between the agent based and system dynamics modeling disciplines in the service of this task, and discusses issues of implementation and praxis which have governed our design at points of tangency between these approaches in such a hybrid model.