Modernise how HR works and the systems behind it, without losing the people knowledge that makes it work. We redesign the HR operating model, select and implement HR systems independently, and build workforce plans the board can act on.
Book a confidential conversationMany HR transformations are really HR system projects. A new HRIS or payroll platform is chosen, the old processes are rebuilt inside it, managers keep emailing HR for answers, and the reporting the board wanted never arrives.
Real HR transformation changes the operating model, the service people receive and the data leaders use to plan the workforce, with the system as the enabler.
Service design across business partners, centres of expertise and shared services, with clear self service for employees and managers.
Independent selection of HRIS, payroll and talent systems, and client side leadership or assurance of the implementation.
Strategic workforce plans that link demand, skills, supply and cost, with scenarios the board can use.
We start with how HR should serve the organisation and the decisions leaders need to make about their people, then choose and implement systems to fit, not the other way round.
Scope and price are agreed up front, on a fixed price or a day rate.
Talk to us about HR transformationSkills shortages, automation and ageing workforces mean many organisations need a clearer view of the people they will need in three to five years. We build workforce plans that start from business demand, model supply and skills, and test scenarios. Our workforce planning template is a free starting point.
Changing how HR delivers value: its operating model, processes, systems, data and skills, so it supports the organisation's strategy rather than just administering employment.
Start from the HR service and processes you want, write requirements, shortlist systems that fit your size and complexity, and run scripted demonstrations with your data before negotiating.
Helps define requirements, select a system, manage the implementation partner, migrate data, test, and prepare HR and managers for go live.
A structured way to forecast the people and skills the organisation will need, compare them with what it has, and plan how to close the gaps through hiring, development, redeployment or automation.
A fixed price or day rate agreed before we start, after a short conversation about scope.
Tell us what you are trying to change and we will tell you plainly where we would start.
Book a confidential conversation