Practical Workforce Solutions

Organizational Effectiveness

Enabling increased effectiveness and efficiency by improving work processes, enabling technology, role definitions, capability requirements, organization structure, governance, and culture.

Operating Model Improvement: We work with our clients to address all aspects of the operating model (process, roles, capabilities, organization, governance, technology, culture) to drive better alignment to the strategy and higher performance.
Process Improvement: We work with clients to build new work processes that take advantage of technology, reflect the business situation, and are efficient and effective.
Role Design: We design and put in place new roles that are best positioned to execute upon the work processes and are optimized for today's labor market and technology.
Organization Design: We build an organization that makes the right trade-offs on centralization, governance, decision authority, units, spans and layers, and capability.
Workforce Analytics: We leverage a quantitative approach to assess the efficiency and effectiveness of the organization, leading to a diagnosis of opportunities for improvement.

Talent Strategy

Maximizing the value of your people's investment by effectively attracting, retaining and engaging the right talent to drive your strategy.

Workforce Transformation: When the workforce is not equipped to support the strategy, we work with our clients to chart a path towards having the right roles and capabilities and then support driving this significant change.
Employee Value Proposition (EVP): We define the current EVP; assess its effectiveness in attracting, retaining and engaging the team; and then build the right future state EVP to enable our clients to win in the labor market.
Recruiting Strategy: We help build intentional recruiting strategies to attract talent that will thrive in the organization, to bring the capabilities needed to execute on the strategy, and that will win in the labor market.
Talent Management: We enable our clients to drive significant value through building their own talent by developing the internal infrastructure needed to support growth.
Total Rewards Strategy: We will understand how employees view trade-offs in total rewards in order to optimize the investment for efficiency and overall impact.

Organization Change

Driving support for major transformations by identifying and addressing the barriers to change, providing transparency, preparing employees to take on new responsibilities, and generating enthusiasm for the change.

Change Planning: Most organizations realize that their change planning is insufficient when significant problems arise. We work with our clients to put in place a plan that enables them to identify and address barriers, communicate the case for change, build the right support, and enable them to be successful.
Communications and Change Team Enhancement: We supplement our client teams with experts to ensure visibility, improve communications, respond to challenges, and provide strength to the team.
Program Management: We support significant change programs by running the program management office with senior experience and discipline to drive results.
Change Leadership: Our team can drive Change programs in conjunction with our clients. We take the lead on building the Change Plan, driving Communications and Program Management, as well as leading the development of interventions to address issues.

HR Functional Support

Supporting execution of Human Resources departments by providing senior leaders with a broad set of experience to guide and support the team through critical periods.

Interim HR Leadership: We step in as interim CHRO for organizations that are facing significant challenges or a critical leadership gap.
Executive Advisory: We serve as an advisor to CHROs and other executives facing new or significant challenges in their organization.
HR Operations: We will help our clients build the human resources processes, capabilities, and organization to drive effective operations.
Strategic Roadmapping: Our team works with HR Leadership to build a high-level multi-year plan with specific programs identified for the next budget year. This serves as an alignment building exercise prior to the budget cycle.
Workforce Due Diligence: In support of potential transactions, our team will evaluate the workforce of an acquisition target. This includes an evaluation of leaders in key positions as well as the identification of opportunities to drive increased effectiveness or efficiency through improved operating models, structure or other people related interventions.