Strategic People Advisory
For founders and acquirers who want their people to grow with, and contribute to, the vision they’re building.
Scaling a business is one thing; aligning the humans inside it is another.
Many founders and acquirers tell me the same thing:
“The numbers look good, we’re going in the right direction… but I’m not sure we’ve got the people side quite where it needs to be”
This usually shows up in familiar ways:
• People unclear about expectations
• Culture feeling more reactive than intentional
• Decisions bottlenecking through one or two leaders
• High-potential employees quietly questioning their future
This is where my Strategic People Advisory strengthens the foundations of your business growth; bringing clarity, alignment and momentum to your team so they can grow with, and contribute to, the vision you’re building.
My approach is built around three proven pillars:
The 3 T’s - Trust, Talent & Team
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I help you create clarity and fairness that fosters loyalty by working on:
Clear organisation structure and reporting lines
Clear job roles and responsibilities
Fair recruitment processes
Transparent reward and benefits structures
Employment policies
Consistent and fair redundancy/exit strategies
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I develop your talent to fuel high performance and sustainable growth by implementing:
Clear career pathways (banding framework)
Performance management framework (objectives & key results)
Talent mapping and succession planning
Employee development plans
Introduction to line management training
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I help you create emotionally connected teams through a culture of high engagement by working on:
Vision, Mission, Purpose, Culture & values underpinning everything you do
Employee engagement framework
Wellbeing programme (Mind, body, finances, social/community, workplace)
Team-building experiences
Signature Advisory Services
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Understand exactly what’s driving, or draining, your people.
Through confidential 1:1 conversations with every employee, I uncover the truth behind morale, engagement and performance.You receive a clear, honest assessment of:
What’s working
What’s blocking performance
Who is energised about the future, and who isn’t
Critical risks and opportunities
Outcome: Absolute clarity on engagement, capability and cultural health.
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I offer 3 tiers of Performance Frameworks to ensure everyone is focused, motivated, and accountable, by aligning your employees with your company’s vision, purpose and values.
1) Essential - the creation and implementation of an Annual Performance Framework including:
working with leadership to define departmental goals,
training employees on how to write their own goals or OKR’s,
training line managers on how to conduct performance reviews.
2) Advanced - working with you and your leadership team to establish:
Vision - what you want the business to become.
Purpose - why your business exists.
Strategic objectives - your business goals for the next 1, 3 & 5 years.
Strategy - how you’re going to achieve these goals.
3) Values - working with your leadership team and employees to define and embed the Values, and therefore behaviours, that need to underpin your business in order for it to achieve its vision.
Outcome: This enables you to lead with clarity so the business can grow faster whilst building a high-performing culture.
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Talent Mapping - I create a Talent Matrix to give you a clear understanding of your business talent profile, detailing:
Your high potential future leaders.
Those who just do their job for a monthly salary.
The spread of those in between.
As well as highlighting those who should exit the business in one way or another.
Succession Planning - working with the Business Owner and leadership team to establish:
Key role dependencies.
Who could progress to those roles.
The actions needed to develop those individuals to full readiness.
Outcome: This reduces your risk of loosing high potential employees due to them not feeling recognised as such or given the adequate opportunities to develop.
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Employee Development Plans - I work with employees to map out individually:
Where they want to be in 5 years time
The training and situations they need to experience to be ready to move into their desired role in 5 years. Mapped by:
Short -term - 1 year
Medium term - 2-3 years
Long term - 4-5 years
Learning Gap Analysis - I work with line managers to establish their perspective of the training and development needed by employees to:
Fulfil their current role
Progress towards their aspirational 5 year goal
Outcome: If employees don’t feel that they are growing, they start to look externally for that growth, progression and development. This can be avoided by having the necessary development mapped and delivered against
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Banding Framework - I work with your leadership team to map out clear career pathways for each area of the business.
The end result is a structure that translates across the whole business helping individuals understand:
Where their role sits in the structure of the business.
What they need to demonstrate consistently in order to be considered for a promotion.
Outcome: If your employees keep asking how they can progress, this is a quick win to pre-empt those questions as well as deepening trust within the business as ambiguity is reduced.