Services · People Advisory
HR Advisory & Workforce Consulting
The structural work that makes hiring stick.
Overview
What this is.
Advisory work on how the organisation is designed, how roles are defined, how performance is managed and how the workforce is planned.
We came to this from the recruitment side, and that shapes what we're useful for. Many hiring problems are not recruitment problems — they are structure, definition or expectation problems that show up as recruitment failures. Roles that don't make sense are hard to fill. Bands that don't reflect the market produce rejected offers. Structures with unclear ownership produce early attrition.
AREAS OF PARTICULAR DEPTH
Engineering organisation design · Supply chain and quality function structuring · Technical career pathing and dual-ladder design · GCC organisation build
When organisations engage us
Four situations we see most.
Scaling past the informal stage
Growing beyond the point where structure can be held in the founders' heads.
Recurring attrition in a function
Not a hiring problem — a role design, management or expectation problem.
Building a new function
Designing a team that doesn't exist yet, and defining what each role must own.
Structure has drifted
Titles, bands and responsibilities inconsistent after a period of fast growth.
What's included
Scope of the engagement.
- Organisation design and structure review
- Role architecture, definition and levelling
- Workforce planning and headcount modelling
- Competency framework development
- Skill mapping and gap analysis
- Performance management design
- Compensation structure review
- HR policy development and compliance review
- Change management support
- Employee engagement diagnosis
How we work
The process for this service.
Discovery
Interviews, current-state review and the problem as the business experiences it.
Diagnosis
What is actually causing the symptom, stated plainly.
Design
Structure, roles, levels or framework, built with your team rather than for them.
Implementation support
Communication, manager briefing and change management.
Review
Agreed checkpoint to test whether the change held.
Engagement model
How this is structured commercially.
Project fee against defined deliverables, or monthly retainer for ongoing advisory. Scoped after a discovery conversation.
Who you'll work with
Vidya B.S. leads this practice.
21+ years across HR and talent acquisition, with a background spanning enterprise IT, technology services and cross-sector executive search.
Let's talk about the team you're building.
Tell us the role, the constraint and the timeline. We'll tell you honestly whether we're the right firm for it — and if we're not, we'll say so.