What I Offer
Every one of our engagements is different so you won’t find a price list or off-the-shelf package anywhere on this web site. That said, when we start working together, you will see that the solutions I offer draw from a tried-and-tested toolbox. Before our consultation, you may find it helpful to read through this page and familiarize yourself with the advantages a bespoke HR & People Operations strategy could bring to your business.
Employer branding
With the recent wave of CEOs stepping down, it’s becoming increasingly difficult for companies to separate their employer brand from their company identity. Consumers are demanding accountability and ownership from companies when it comes to their policies, diversity, and treatment of employees before they align themselves to these brands.
Talent Acquisition Strategy
Attracting top talent is more than recruiting. It’s your employer brand, the tools involved, candidate experience, training your hiring managers, competitive referral programs, and so much more.
Employee Engagement
Employees are not just a list of names on payroll. They drive results, growth, and help your company scale.
If you think of HR verticals as buckets, almost every aspect of HR from performance management to policies will hit the employee engagement bucket.
If you think about the whole lifecycle - first engagement to first launch to first promotion to employer brand - it all starts with employee no. 1. Even employees who move on are ambassadors for your company and we help you ensure they represent you positively.
Through data-driven strategies, employee engagement serves as a pulse check on the health of your company.
Diversity, Equity and Inclusion
A diverse group of employees not only brings diversity of thought but also a wealth of experiences and skills. They can provide much-needed representation to future employees, improve your employer brand, help innovate your product, and so much more.
Globally, companies are striving for more a diverse workforce, equitable compensation and policies, and a belonging inclusive culture. This is not a one-size-fits-all process so I work with your business to understand and analyze its DEI needs and potential solutions.
Compensation, Rewards and Recognition
Top employers don’t just retain talent by offering market-beating salaries - they understand that an effective pay-for-performance program, equity, benefits, and recognition all play a part in attracting and retaining star players.
With a properly-designed compensation strategy, you will have confidence that your salary budget is well placed relative to the market, while having an array of tools to close the most sought-after new hires, and keep your workforce engaged.
Leadership Coaching
As a leader in tech you already know your biggest challenges lie in the realm of the “unknown unknowns”, so how can a non-expert from outside your domain show you what you’re missing?
My approach to leadership coaching focuses on learning to get the most from your team. It stems from my experience as both a leader in my company leading these changes and whilst simultaneously being an employee. The paradox of HR is not lost on me.
Performance Management
“You can’t manage what you can’t measure” - Drucker
Nothing is harder to measure than human performance, and no measurement is more critical for the long-term success of your company and the people that drive that success.
Without measurement you can be left rudderless, while poor measurement gains you nothing and costs you in employee morale and churn.
True performance management is ongoing, engaging and interactive - not just a dry annual review destined for a filing cabinet. The process is tailored to your organization and will also ensure you meet requirements under your local employment law.
A successful performance management process doesn’t just help you set salaries and promotions. It gives employees confidence that their contributions are fairly assessed and rewarded, and aligns their career goals with the success of the company. Your company will benefit from greater impact, reduced attrition, and a healthier company culture.
Performance is not always linear and binary. We leave behind this dualist view of high or low performers and engage your teams for effective performance.
Policy and Process
Yes, this sounds like a drag but at one point or another, your company needs to evolve out of bootstrapping mode and develop into a mature organization. Developing comprehensive policy and processes is not the vehicle for that evolution, but the blueprint.
They’re not simply developed for business success but will provide clarity for your teams and where they stand at any given time if they want to have children, are having performance issues, or simply can’t get to the office in time.
Downsizing
Scaling down is a painful necessity at some point for many businesses, including the most successful. Drawing on my own experience at both sides of the table, my goal is to help you land the necessary changes compassionately, setting all parties up for future success.