Operating Model and HR Management 

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

Key Contacts

Related Projects

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