Organisations that are designed, not just inherited.
Most structures grow by accident: a new hire here, a reporting line there. We help leadership teams step back and design the organisation, the workforce and the HR frameworks that strategy actually needs.
Organisation development and HR frameworks
Two areas we go deep on, with the flexibility to support wider HR work when you need it.
Organisation development
Organisation design, workforce planning and performance management: the shape of the organisation, the people it needs, and how their work is measured and grown.
HR frameworks
HR strategy, succession planning, learning and development, policies and procedures, job descriptions, and job evaluation and rewards: the systems that keep an organisation consistent and fair as it grows.
The shape, size and performance of your organisation
Organisation design
Structures that follow strategy: clear accountabilities, sensible spans and layers, and decision rights people understand.
What we do
- Current-state diagnostic and pain points
- Operating model and structure options
- Spans, layers and role clarity
- Transition and implementation plan
What you get
- Target organisation charts
- Accountability (RACI) maps
- Role catalogue for the new structure
- Change roadmap
Workforce planning
How many people, with which skills, where and when. And now, which work could be done by AI agents instead.
What we do
- Demand and supply modelling
- Critical-role and skills-gap analysis
- Scenario planning over 3 to 5 years
- Task-level review of automation potential
What you get
- Strategic workforce plan
- Headcount and cost scenarios
- Build, buy, borrow or automate plan
- Hiring and reskilling priorities
Performance management
A performance system people trust: goals that connect to strategy, fair ratings and conversations that improve performance rather than just record it.
What we do
- Performance framework and cycle design
- Goal-setting and KPI cascades
- Rating scales and calibration
- Links to reward and development
What you get
- Performance management policy
- KPI libraries by function
- Forms, guides and manager toolkits
- Calibration process
The systems that keep an organisation consistent
Frameworks written to be used by managers and employees, not left on a shelf.
HR strategy
An HR strategy tied to business goals, with priorities, an HR operating model and a roadmap.
Succession planning
Critical roles identified, successors assessed, and development plans that make the bench real.
Learning & development
An L&D framework built on capabilities: what people need to learn, how, and how you'll know it worked.
Policies & procedures
A complete, plain-language HR policy manual, aligned to local labour law and your culture.
Job descriptions, evaluation & rewards
Consistent job descriptions, a job architecture, and equitable, performance-driven grading and pay structures.
And beyond
Competency models, HR operating models, HR transformation, change management and HR analytics. If it shapes how people work, ask us.
Workforce planning now includes AI agents
When we plan a workforce, we look at the work task by task. Some tasks need people. Some are better handed to an agent. We design both sides and the hand-offs between them.
See AI agent design →People keep
Judgement, relationships, leadership, decisions with consequences.
Agents take on
First drafts, formatting, data gathering, repeatable document work.
Start small or go all the way
Diagnostic
A short, focused review of one area (structure, performance or policies) with clear findings and priorities.
Design project
A full engagement to design and document a framework, from diagnosis through to launch.
Ongoing advisor
A senior HR advisor on call for your leadership team, a set number of days each month.
Let's look at your organisation together
A first conversation costs nothing and usually clarifies a lot.