Supporting capability
Digital Transformation and People Analytics
From HR digitalization and system advisory to people analytics and process automation, we connect technology with business needs to improve efficiency and insight
Who it's forHR leaders choosing systems or building people reporting.
01 —Business challenges
Sound familiar?
- We are choosing an HR system, and every vendor says yes to everything.
- The system is live, but the processes behind it were never designed.
- Headcount is a different number in every report.
02 —Approach
Six stages, the same every time
Every engagement moves through the stages of the Architecture Chain, so you always know where the work stands.
Diagnose
Find where the chain breaks, with evidence, before proposing anything.
Define
Agree the principles, scope and decisions the design must respect.
Architect
Design the structure, roles, measures or rewards, layer by layer.
Quantify
Cost the design and test it against budget and market data.
Govern
Set the policies, owners and decision rules that keep it working.
Implement & evolve
Roll it out with an owner, a first step and a date; then review and adjust.
03 —Scope
What the work covers
- Define the HR processes before choosing or configuring a system
- Write requirements and support the system selection
- Agree the people measures leadership needs, and their definitions
04 —Deliverables
What you receive
HR process designs
Who does what, in which order, and what the system must support.
Requirements and selection support
Requirements written from your processes, and a scored comparison of the options.
People metrics dictionary
Each measure, its definition, its source and its owner.
05 —Outcomes
What changes afterwards
- A system chosen for your processes, not the other way round.
- One agreed number for each people measure.
06 —Engagement models
How we can work together
Advisory
Regular sessions with your leadership or HR team to test decisions, review designs and unblock work you run yourselves.
Best when your team has the capacity and wants a second opinion.
Defined project
An agreed scope, deliverables and dates, from diagnosis to an approved design and a plan to implement it.
Best when the question is clear and a decision is due.
Embedded support
We work inside your team for a set period, alongside the people who will run the design after we leave.
Best during implementation, or when internal capacity is short.
For this practiceUsually advisory support alongside your implementation partner.
07 —Book
Talk to us about Digital Transformation and People Analytics
Tell us what is happening in your organisation. We will reply with a suggested first step.
- You describe the situation in a few lines.
- We meet for a first conversation.
- You receive a short proposal: scope, deliverables and dates.