My Focus Areas

These are areas I work in. They are not fixed packages. Please reach out for your specific challenge.

People Strategy

People strategy work is about creating alignment between where your business is going and how your organisation leads, develops, and supports its people to get there. It covers the full range: from defining strategic direction and values to translating them into frameworks and priorities that people can actually work with.

    • Your business direction has shifted and your people strategy has not kept up

    • Leadership has changed and there is an opportunity to reset the direction and narrative

    • You have a people strategy on paper but it lacks clarity, buy-in, or practical relevance

    • You need to define or refresh your organisational values, guiding principles, or people narrative

    • You want a compelling and credible people story for your leadership, your workforce, and external stakeholders

    • Assessing the current people strategy against business priorities and organisational reality

    • Engaging stakeholders to build understanding and alignment through interviews, surveys, and facilitated workshops

    • Developing or realigning the people strategy, values, guiding principles, and people narrative

    • Translating strategic direction into behavioural frameworks and development journeys

    • Defining KPIs and an implementation roadmap for bringing the strategy to life

The Impact

A clear and aligned people strategy that creates consistency across your organisation, strengthens leadership alignment, and translates business priorities into meaningful people practices, behaviours, and experiences.

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Organisation Design

Organisation design is about ensuring the structure, operating model, and governance of your organisation are fit for where it is going. When these are well designed, roles are clear, decisions get made at the right level, and your organisation can execute without unnecessary friction.

    • Your organisation is evolving but its structure and operating model have not kept pace

    • Roles, responsibilities, and decision-making are unclear or inconsistent in your organisation

    • You are going through a broader transformation and need your organisational design to support it

    • You want to assess your current organisation and define a clear, credible target state

    • You need a job architecture or role framework that creates consistency across your organisation and supports integrated talent management

    • Assessing your current organisation, governance, roles, and ways of working

    • Defining your target operating model including structure, governance, processes, and decision-making

    • Designing job architectures and role frameworks that create clarity across your functions and levels

    • Developing a roadmap and implementation plan with clear priorities and milestones

    • Supporting stakeholder alignment and change management throughout your transition

The Impact

Your organisation structured for where it is going. Clear roles, coherent governance, and operating models that reduce friction and enable performance, with a shared understanding across your leadership of how your organisation is designed to work and why.

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Organisational Development

Organisation development is about building what your organisation needs to perform over time: the capabilities, processes, and conditions that allow your people to contribute effectively and grow. This spans capability building, learning strategy, talent and performance processes, and change, with the shared goal of making your organisation more effective and more resilient.

    • Your organisation needs to build new capabilities but it is unclear which ones to prioritise or how to develop them at scale

    • Your learning and development function operates reactively rather than as a strategic partner to your business

    • Your talent and performance processes are fragmented, outdated, or disconnected from your business priorities

    • You are going through a transformation and need to build the internal capabilities to sustain it

    • You need a clearer framework for how your organisation develops its people and measures the impact

    • Assessing current capabilities, processes, and operating models against your strategic needs

    • Defining what a strategic, business-aligned approach to capability building looks like for your organisation

    • Developing prioritised strategies, roadmaps, and KPIs linked to your business outcomes

    • Designing operating models, governance, and processes that make development sustainable and scalable in your context

    • Building capability frameworks, talent processes, and development journeys that connect to your business strategy

    • Supporting change processes and building internal capability so your organisation can continue to develop independently

The Impact

Your organisation builds and sustains the capabilities it needs, when it needs them. People processes that work in practice. And a clearer, more coherent picture of how your investment in people contributes to your organisational performance.

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Let’s discuss how I can help you

Every engagement starts with understanding your specific situation and is shaped around what you actually need.

Does your challenge sit in or at the intersection of these areas? Or somewhere else entirely?

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Project Examples
Client Voices

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Photo: Anastasia Petrova (Unsplash)