People and Change 

To help meet the needs of a changing, complex market and for sustainable value creation, businesses need to focus on creating effective and efficient organization designs that deliver capabilities and performance, building an HR function that caters to business needs, identifying/developing human capital and developing leading delivery models for the implementation of the broader Human Capital strategy.


What differentiates us?

  • Our time-tested methodology aids in realignment of organizations to its changing business context and strategy to help foster effectiveness and success
  • Our focus on delivering progressive transformational HR strategies that aim to meet the needs of a changing, complex market
  • Our collaborative change management process involving key stakeholders
  • Focus on building the HR function that caters to the business needs by delivering value to the business and its stakeholders and help organizations to be highly flexible, adaptable and agile in response to market opportunities.

Key Offerings

  • Talent Development -
    Developing human capital within an organization to help ensure the current and future needs of the business are met and strategic goals achieved.
    • Talent/human capital strategies
    • Learning and development strategies
    • Identifying/developing high potential
    • Succession planning
    • Retaining top talent.

  • Organization Design and Development -
    Developing, implementing and integrating organizational structures and systems that deliver the capabilities and performance required by the organization’s strategic intent.
    • Organization design
    • Organization capability development
    • Performance management
    • Culture change
    • Reward and recognition.

  • Enhancing the HR Function -
    Striving to create the optimal HR function by developing leading delivery models for the delivery of HR services that enable the organization’s Talent/Human Capital strategies.
    • Design of optimal models (shared services, outsourcing, etc.)
    • Organization design of the HR function
    • Redesign of HR processes and programs
    • HR technology assessments and strategies
    • Improving the HR team’s effectiveness.

  • Behavioral Change Management
    Accelerating the successful implementation of change by developing strategies that deal with the impact on people created by changes to strategy, structure, processes and technology.
    • Change readiness assessment
    • Vision and case for change
    • Top team alignment
    • Engaging stakeholders
    • HR and resource alignment
    • Sustaining change
    • Communications
    • Change program management.