Our work blends both the hard and soft interventions that help companies achieve enduring self-sufficient change. In this regard, “systemic” refers to interventions that are incorporated into new ways of working by the whole organisation, creating positive momentum towards the desired change.

We make the distinction here between “initiatives” (i.e. activities seeking to positively influence existing norms/goals e.g. training) and “Systemic change programmes” that require deeper level design, most often resulting in changes to the architecture of how the business manages people across one or a number of dimensions.

Our capabilities include revised Organisational Design, Career and Reward Frameworks, Design of key Performance and Talent Frameworks, redefining the Employee Value Proposition and Developing HR/People/Culture and Purpose Strategy. For instance, our award-winning Career and Reward framework became a financial service industry standard.