Service Details

Operating and Governance Model Alignment

Develop next-generation target operating models and governance structures centered around: 

• Definition and enactment of executive and supervisory governance models
• Structural breakdown between corporate, operational, and support functions 
• Responsibilities and decision-making powers across groups
• Performance measures
• Critical systems and processes

Organizational Restructuring

• Address organizational structure changes in line with the organization’s strategic cycle while adopting a bottom-up reconciliation of functional needs
• Utilize an organization structure development methodology based on defining forward-looking evolution scenarios, running assessment tests across key dimensions, and selecting target options validated by functional and industry benchmarks
• Streamline roles and responsibilities across all levels of the organization and engage in full-scale transformation and implementation programs

HR Strategy and Performance Management

• Develop the organization’s HR strategy and performance management systems
• Define principles and key HR instruments for managing the workforce (Planning and recruiting, training and development, career path development, total reward, compensation, mobility, etc.)

Workforce Planning

• Ensure the organization’s HR requirements are identified based on actionable and objective work-load drivers and respective allocation across activities
• Set workforce planning design principles centered around the organization’s baseline and target structure allocation of activities across departments

Competencies Dictionary

• Develop a fully-fledged competencies dictionary of technical / functional and leadership / behavioral competencies in-line with corporate strategic goals and objectives mapped to each unique position
• Ensure prompt institutionalization of competencies dictionary across all key HR processes and levers, ranging from recruitment/onboarding, performance management, talent assessment, mobilization and succession planning

Culture Management

Utilize a culture and change evolution strategy to determine the critical values and behaviors that make up the organization’s target culture framework, and design a tailored culture evolution program using both formal and informal tools:

• Change impact analysis
• Organizational structure evolution KPIs setting and monitoring
• Performance support and training plan
• Communication planning