Organizational Planning
Defining an organization’s top-down structure, outlining the activities of each function, and clarifying how different functions report and interact. Ensuring the organization is positioned for growth and determining how that growth will be managed.
Talent Acquisition
Defining and communicating the Employer Brand Proposition (EBP), work culture, mission, and values. Clearly specifying role expectations and performance standards. Adopting a strategic approach to securing top talent, then onboarding and making new employees feel valued.
Compensation
Designing a structured approach to compensation, incorporating fixed and variable elements. Benchmarking compensation structures and levels against market standards, ensuring compensation is both competitive and motivating to attract new talent and retain existing talent.
Performance & Retention
Establishing clear roles, responsibilities, goals, and performance metrics. Recognizing and managing performance outcomes, providing feedback and making informed decisions. Engaging, developing, and rewarding top talent.
Mitigating people risks
Creating policies and practices that protect the organization and ensure compliance with relevant laws and regulations. Addressing unplanned situations, such as performance concerns, investigations, and legal matters, in a proactive and structured manner.