We are advising management on the administration of human resources policies and procedures.

We are serving as consultants by analyzing a company’s current HR programs and recommending solutions.

We are developing, revising, and implementing HR policies and procedures.

We are ensuring HR programs and services are in compliance with established policies and procedures and state/federal laws and regulations.

We are repairing and maintaining reports related to specific HR projects.

We are assisting with the development and coordination of recommended changes regarding workflow.

We are developing methods for compiling and analyzing data for reports and special projects.

We are conducting audits of HR activities to ensure compliance.

We are presenting training sessions related to specific HR programs.

HR Support Options

Human Capital Strategy – Includes a variety of strategic work in the HR domain, such as defining a corporate culture, organisation design, setting up a people strategy that supports key pillars in the business, as well as the design of HR-related strategies in the area of among others diversity, recruitment and talent management.

Organisational Change – encompasses the people side of change, aimed at successfully guiding and embedding changes in organisational structure, ways of working or cultural changes within an enterprise. Change management stands at the heart of the service area, spanning advisory expertise to tools and interventions, with leadership alignment, stakeholder management, change interventions and cultural management the main offerings.

Human Resources Function – The HR function area focuses on all activities related to improving the functioning of the human resource department. Offerings vary from developing and implementing an HR target operating- or HR delivery model to the implementation of HR systems and technologies, or other HR transformations that boost processes and organisational efficiency.

Talent Management – Encompasses all activities required to recruit, retain and develop talent, as well as having the right structure and processes in place to ensure professionals can perform optimally. Key propositions include strategic workforce planning – the science to anticipate on present and future human capital needs by matching business goals with HR data – recruitment & retention, workforce effectiveness and performance management. 

Learning & Development – concerned with activities aimed at improving the performance of individuals and groups. The scope ranges from organisational- and competency development across leadership, departments, and functions to support the training and education needs of individuals. Also includes the soft side of development, such as coaching and mentoring.