Specialist areas
Nine areas of human-capital work. Each page sets out the signs that you need it, the scope, how the work runs, what you receive and what we ask of you.
- Human capital strategy and organisation developmentLink the workforce, the HR operating model and the change agenda to what the business plan actually requires.
- Organisation structure and job architectureDefine layers, spans, roles, job families and grades so that responsibilities are clear and pay follows a logic.
- HR systems and compensationDesign pay structure, benefits, performance management, policies and processes that managers can apply consistently.
- Talent, performance and successionIdentify critical roles, build successors and move knowledge before it is lost.
- Management assessment and psychometricsEvidence-based assessment of managers and candidates against defined competencies, with feedback people can use.
- Recruitment and selectionRole profiles, structured selection and decision support, from a single senior hire to large-volume programmes.
- Learning and capability developmentTraining needs analysis by role, learning roadmaps and leadership development linked to what the organisation needs.
- Labour relationsContracts, procedures, dispute analysis and manager guidance, informed by hands-on experience of labour dispute resolution.
- HR analytics and technologyOne reliable HR data foundation, clear metric definitions, dashboards and the requirements for the systems that hold them.
Bring us the problem as you see it
The first meeting is for understanding the problem and deciding whether we can help. Please keep sensitive employee data out of your first message.