The transition to a skills-based organization is a strategic evolution crucial for businesses aiming to thrive in today’s dynamic economic landscape. In this instalment of our LinkedIn series, we explore
In this phase, we align people, processes, and technology, equipping your teams with the right skills and tools. Through transition management, targeted change interventions and just in time training, we provide a tailored approach to integrate the transformation into your daily operations and culture.
Starting with a maturity assessment, we identify improvement areas, then use design thinking to reimagine HR processes and service models to drive efficiency & customer experience. By introducing innovation and leveraging technology, we ensure your HR function is agile and adaptable to business needs.
We work closely with you to ensure that the HR function is strategically aligned with your organization’s goals. We focus on defining a strong business case, shaping the change, comms and governance approaches, and ensuring leadership is fully on board with the transformation objectives and plan.
HR leadership and governance to ensure consistent, compliant, business-aligned HR delivery.
COE expertise to design, enhance, and deliver innovative solutions.
HR business partnering and cross-COE expertise to connect people solutions end-to-end and drive cohesive delivery.
Ongoing delivery, reporting, and expertise to embed, sustain and continuously improve operations.
Define strategy and approach for learning creation & delivery.
Plan and develop learning platform and content.
Deliver training content.
Evaluate training impact and knowledge transfer.
Define Change Strategy and Stakeholder Engagement Approach.
Assess change impacts and develop key messages & change interventions.
Mobilise change interventions and deliver key messages. Manage change readiness & mitigate risks.
Embed and sustain the change. Manage transition to BAU.
Review current state processes and controls.
Leverage tech and AI to design & test optimized end to end HR processes (global & local).
Prepare to deploy new processes. Develop process knowledge & content.
Monitor process adoption and effectiveness measures, and design improvements.
Define HR Operating Model in alignment with business objectives
Design future state HR organisation and develop HR Service catalogue & playbook
Deliver transition plan. Assess Operational Readiness for go live
Monitor service metrics and refine service level agreements
Vendor selection support, project/ programme management, feasibility and business case development.
Conduct HR Maturity Assessment. Advise on AI/tech innovations.
Provide Workforce strategy advice during transition and resource Operational roles.
Advise on adoption strategy and success metrics. Design reporting and analytics.
