providing independent human capital advice and strategy for organizations worldwide

Full life cycle support covering all aspects of your organization's human capital strategy. 

Entails the  people, processes, policies, functions  and technologies required to better identify, select, align, develop, reward and retain your workforce. 

Talent strategy is designed to cover all aspects of the employee life cycle; from hire to retire.  

Talent strategy typically covers a period of 1-3 years, identifies specific talent initiatives, and details timelines and resources required for implementation. 

Understanding of the factors which affect the supply and demand of your workforce.

Workforce Planning typically starts with a detailed analysis of your current state and future plans, gap analysis, and the talent strategies utilized to mitigate any gaps. 

The complete operational system that drives the organization's pursuit of its mission, goals, and objectives; org design brings it all together. 

Includes the analysis, improvement, and implementation of the strategy, governance, structure, budget, processes and culture. 

The continuous development of your organization from the highest levels to the lowest levels.

Involves understanding the culture of learning and creating programs which improve maturity, knowledge, and competency. 

Understanding and aligning specific business outcomes to employee programs which improve results, output, and measures. 

Organizational performance includes strategic goal alignment from the C-suite through employee levels to achieve greater success. 

Identifying active and passive candidates for employment opportunities starts with sourcing. 

Better understanding where to find talent through the use of tools, marketing and branding will attract higher caliber employees and will deliver higher results. 

The function of recruiting requires an integrated approach of strategy, tools, process and planning in order to efficiently on-board new employees. 

Learn creative ways to optimize the recruitment function by lowering open requisitions and reducing time to fill. 

Keeping your high potential and high performing employees may be your most critical talent need.  

Retention strategies which incentivize, promote, and stabilize are top of mind for most talent professionals and require an active and evolving strategy. 

Creative ways to improve engagement, motivation, and personalize the employee reward and recognition experience.  

Reward strategies focus on short term and long term incentives which align to an individual's goals and motives. 

The right learning and development strategy involves a blended approach to improving the knowledge, skills and abilities of staff.  

Includes the understanding of learning tools and technologies which deliver just in time knowledge results. 

Human Resource functions are transforming into more business aligned and talent focused operations.  

HR Strategy involves the goals, process, technology, and infrastructure required to bring HR into the 21st century. 

Specific talent programs designed for all levels of management and leadership. Great leaders of people coach, inspire, and improve the abilities of their staff. 

Leadership development programs can take many forms but should always be customized to the needs of your organization and prepare your people for future challenges. 

The business continuity strategy for your people involves a systematic approach to identifying , preparing, and promoting your employees into higher levels of achievement.  

Succession management must include transparent processes which align performance and potential with experiential learning & development.

Change is difficult when people don't see what's in it for them or understand a compelling reason for making a change. 

Change Management can occur at a strategic or programmatic level but should always involve stakeholders, communication, awareness, knowledge and reinforcement activities in order to make change stick. 

Understanding how to leverage data and tools which better inform leaders to make better business decisions are key to the power of workforce analytics. 

The advent of new technologies, visualization techniques, and automation (e.g. machine learning and A.I.) can be used to make more informed business and talent decisions. 

Technology is revolutionizing  talent and HR capabilities like never before.  HRIS, HRIT, ATS, and LMS are becoming fully integrated into talent suites which don't require IT to support.  

Tools that create insight can easily provide your leaders with seamless views into employee sentiment and create self-sustaining and evolving self service functionality. 

Optimizing your process and workflow should be part of every human capital function. Understanding which processes need to be revised and revamped are key to progressive talent management. 

Today, many talent processes are becoming integrated with technology thus creating new ways to improve automation and workflow. 

An organization needs to have HR subject matter expertise "on call", on a moments notice, to handle any immediate need, concern, or question that may arise. Typical SME support for this type of engagement is 5-15 hours per month. 

An organization wants to create a new strategy for its workforce but does not know where to begin.  They would like to know what other like size companies are doing and what they should do first? Typical SME support for this type of engagement  is 10 hours spread over a month. 

An organization is having challenges recruiting enough of the right employees and wants to know how to strategically source in targeted areas for a more diverse and skilled talent pool.  Typical SME support for this type of engagement is 5 hours per month. 

An organization is thinking about swapping out their HR technology and wants to know what vendors they should evaluate in their process. Who are the leaders in the space, how much do they cost, and how long will it take to implement? Typical SME support for this type of engagement  is 2 hours spread over a month. 

An organization wants to establish a program for hi-potential employees who are the future leaders of the company. They want to understand how to expedite experiential learning and maximize the time hi-potential employees spend in the program. Typical SME support for this type of engagement is 10 hours spread over 2 months.   

An organization wants to know which benefits, rewards, and compensation programs they offer has the greatest impact on employee performance and retention.  They are unsure how to quantify this and want immediate advice. Typical SME support for this type of engagement is 15 hours spread over a month. 

An organization wants to take its HR data and make more insightful use of what has been collected over the years. They want to know practices that leading companies are using to create powerful dashboards and metrics. Typical SME support for this type of engagement is 5 hours spread over a month. 

An organization with an expanding executive team needs to establish a succession strategy for its top two levels. They have the right HR team to implement and support, but don't have the latest tools and templates to get them started. Typical SME support for this type of engagement is 3 hours. 

An organization wants to move to cloud based learning platforms that can be accessed by employees any-time and any-where. They don't know how to narrow down their search with the multitude of options out there today. Typical SME support for this type of engagement is 10 hours spread over a month. 

An organization's HR functions is limited in their capability to understand exiting gaps and shortcomings.  HR Audit is an exercise to analyze existing HR activities from an external perspective; identifying strengths, weaknesses, opportunities and threats. Typical SME support for this this type of engagement is 10 to 15 hours over four weeks. 

An organization preparing for significant change requires validation their implementation approach will lead to successful outcomes and a positive employee experience.  Change management expert(s) are required to provide weekly guidance and coaching to project management and field offices throughout the transformation. Typical SME support this this type of engagement are (2-8) SMEs for 4 hours per week throughout the transformation.   

An organization desires to have an independent opinion of their employee communications strategy, approach, tools, templates and messaging. They want to know specifically how to measure intended outcomes, goals and business impact; understanding if existing practices are hitting the mark.  Typical SME support this this type of engagement is 4 hours per week spread over 2 months.