Stuff that we do

We provide people and talent consultancy to our clients to help them make the most of their people. There are three main services we offer:

People strategy

Design of People and HR strategy. We work with senior (HR) leadership to facilitate the design of a people strategy aligned to wider organisational needs and priorities. This typically includes the audit and review of current state (using proprietary maturity models), voice of the customer input and external benchmarking.

HR transformations. HR functional operating model and organisational design. Helping clients design fit-for-purpose HR structures. This includes HR program management (business case development, program scoping and delivery) and HR procurement advisory: advice on / management of HR RFPs and vendor selection.

Read The robots are coming- don’t panic!, our paper about how to ensure your people strategy is aligned to your digital and automation activity.


Leadership capability

Leadership assessment. Evaluation of leadership capability at an individual, team and organisational level. This includes assessment strategy and frameworks (including defining assessment criteria, psychometric tools, vendor selection)

Leadership development programs. Design and development of formal leadership programs and one-off interventions. This includes facilitation and program delivery

Succession planning. Strategy and imlpemention (development of succession planning process and tools, advisory support), evaluation of successor potential (including aspiration, technical capability and leadership skill)

Leadership team alignment and effectiveness. Workshops, offistes, facilitation and coaching to build leadership team capability and alignment. Includes individual and team assessment

Executive coaching. Coaching of senior executives. Includes transition into new roles, career coaching and guidance, personal impact. We also offer specialist wellbeing and counselling coaching


Culture and performance:

Risk culture effectiveness: There has seldom been more focus on how organisations and their employees manage risk. This means that defining, reinforcing and measuring your organisation’s risk culture is a strategic priority for senior leaders and their Boards. Read and download a summary of our approach and unique model.

Culture audit: Review of organisational culture. Diagnostic to understand current culture, alignment to organisational strategy and direction, gap analysis and drivers of culture.

Performance management: Strategy and design of performance management model, including process and tools (design and implementation), upskilling and manager / employee capability

Assessment: For both selection and development. Strategy, design and implementation. Definition of skills and behaviours required by organisation, creation of capability frameworks and incorporation into wider HR strategy and way of working. Selection of assessment tools (psychometrics, AI-driven etc.)

Engagement surveys: Measurement of employee engagement and sentiment thorugh engagement survey strategy (including exit surveys, onboarding and pulse surveys), question and survey design, delivery, analysis and advisory.

Capability and competency frameworks:Design / definition of required organisational capabilities (e.g. by seniority, function, organisation-wide). Implementation and incorporation into organisational ways of working and processes.