HR consulting and building HR systems
We help companies move from fragmented people management to a mature, clear and functioning HR function. We develop HR strategy, HR model, processes, policies, regulations, roadmaps and practical tools that are connected to business goals and actually used in daily work.
At a glance
Business owners, CEOs, HR directors, HR Business Partners and HR teams
Diagnostics → design → implementation → support
Defined after diagnostics and agreement on the scope of work
HR strategy, HR model, processes, policies, regulations, roadmap and HR tools
For whom
- Companies where the HR function already exists, but works in a fragmented, reactive way or without a unified system
- Business owners and CEOs who need a manageable HR function connected to the company’s strategic business goals
- HR directors, HR Business Partners and HR teams that need methodology, structure and expert support
When you need it
- HR processes exist only partially, but there is no clear logic, continuity or common rules between them
- Managers and employees understand the role of HR, areas of responsibility and interaction rules differently
- The company is growing, changing or becoming more complex, while the HR function is not keeping pace
- People-related decisions are made situationally, without a unified HR strategy, data, tools and roadmap
What's included
- Assessment of the maturity of the HR function and the current people management system
- Development of an HR strategy connected to the company’s business goals
- Development of the HR model and the role of the HR function in the company
- Building the HR function from scratch or transforming the existing HR function
- Development of the HR operating model and the logic of interaction between HR, business owners, CEO, managers and employees
- Development, description and optimization of HR processes and HR procedures
- Development of HR policies, regulations, templates and practical tools
- Development of an HR roadmap and support in implementing HR tools
What you get
A clear HR system
A structured model of the HR function, where the role of HR, key processes, areas of responsibility and the logic of interaction with the business are clear.
An HR strategy connected to the business
A practical HR plan that supports the company’s goals and does not exist separately from the management and business agenda.
Working HR processes and documents
Processes, policies, regulations, templates and tools that can be used in daily work, rather than kept as formal documents.
An implementation roadmap
A clear sequence of steps, priorities and decisions that helps implement the HR system gradually and in a controlled way.
How we work
- 01
Diagnostics
We study the business context, company structure, current role of HR, existing processes, documents, management expectations and real problem areas.
- 02
Design
We develop the HR strategy, HR model, processes, policies, regulations, tools and roadmap, taking into account the company’s goals, maturity and constraints.
- 03
Implementation
We help launch new HR solutions into real work: align roles, explain the logic of the tools and support the HR team and managers during the application stage.
- 04
Sustain
We hand over the tools, train key users, define next steps and help ensure that the HR system continues to work after the project is completed.
Q&A
How does the work on an HR system start?+
We start with diagnostics: we study the business context, the current role of HR, expectations of business owners and managers, existing processes, documents and real problems. Only after that do we propose the scope of work, stages and priorities.
Can we start not with the entire HR system, but with one priority area?+
Yes. It is often more reasonable to start with diagnostics and several key areas: HR strategy, HR function structure, recruitment, onboarding, assessment, KPI, policies or management tools. The work can then be expanded step by step.
If we already have an HR director or HR team, why do we need an external consultant?+
We do not replace your HR team. We strengthen it with methodology, structure, an independent expert perspective and practical tools that help build or transform the HR function faster.
How long does a project take?+
The timeline depends on the scale of the task: building an HR function from scratch, transforming an existing system or developing separate HR tools require different scopes of work. After diagnostics, we propose a realistic plan with stages, timelines and outcomes.