EXPERTISES
Walk the talk...
When it comes to tackling the most complex internal transformation challenges, topic’s open model means that impactful levers can be activated and combined by using the most relevant specialists and partners.
Support for managers and their teams
Mission Vision Values platform. Strategy rolled out into organization models and HR road maps. Cultural transformation and leadership model.
Individual coaching: taking up a new role; sensitive situations; achieving milestones, etc.
Team coaching (ExCOM/Management Committee, a manager and his/her team, ad hoc committee, etc.): synergies; trust; cohesion; roles and responsibilities; and team raison d’être, etc., to increase general efficiency.
Ad hoc managerial audits for due diligence or a general company transformation plan. Feedback resources/360°
Develop and roll out HR policies
Co-create work/skills policies which are fully included in the strategy, and in the business and financial stakes. Structure simple, and operational, activity-based PPIM approaches. Identify the most relevant guidelines and digital tools. Operational roll out within HRIS. Soft skills. “Meta skills” (cyber security, compliance, and environment, etc.).
Professional mobility policy and program assessment. Develop specialist sectors. Feedback. Action plans. Innovative employment-retirement transition resources.
Help create an Employee Value Proposition and visibility in employer ranking lists. Employee experience. Manager experience. Talent Management. On boarding. Off boarding. Assessments.
Evaluation of internal processes by experts, work psychologists. Analysis of new psycho-social risks. Harassment investigation. Action and risk prevention plans. Legal obligations of the employer (DUERP...).
Analysis of the existing situation and needs definition. Collaboration with project leaders. Raise awareness about HR data use and HRIS impacts on new HR stakes. Help with choosing solutions.
Job evaluation and organizational analysis. Benchmarking. Compensation Survey. Remuneration and social benefits strategy (Compensation & Benefits). Retainer strategy.
Learning company. Operational resources based on different formats and modes. Manager-designated programs. Team Performance seminars.
Transform working methods
Develop or monitor a remote work agreement. Remote work index per business activity. Benchmarking and feedback. Managerial and HR guidelines to better oversee hybrid work. Manager training programs. Advice on digital technology solutions (managing on-site presence, hybrid model efficiency, and disconnecting, etc.).
Cultural transformation in management. Managerial development using fully operational, high-impact and long-lasting resources. Leadership model. Talent management. Leadership circles. Specialist managers. Specialist sector leadership. Remote management support. Improve “meta skills” (cyber security, compliance, and environment, etc.).
Operational efficiency programs. Workload monitoring. Implement new individual and team performance indicators.
New value offer for work areas (company premises, third-party premises, and home, etc.). Relocation projects, or office refurbishment.
Resources to help teams become accustomed to new uses and digital tools. Agile methods.
Employee commitment and job satisfaction survey. Real-time employee opinion survey. Internal professional mobility resources. Redefine the internal social contract. Employee Experience creation. Consideration Symmetry.
Working methods are currently undergoing significant changes dues to new technologies, and societal, economic, and environmental shifts, to name but a few. The pandemic has both accelerated some of these changes and revealed more structural obstacles.
In response to these challenges, we automatically help our clients create and successfully operate the organizational model which will best suit their business activity, company culture, and goals.
Renew social dialogue and guide sensitive negotiations
Social road map in line with the company’s strategy (M&As, key projects, etc.) Draft and monitor agreement implementation. Benchmarks. Social dialogue review. Stakeholder mapping.
Complex or blocked social situations. Analysis of the trade union environment. Stakeholder mapping. Social tactics. Mediation.
Advice and support in securing the project procedure and schedule. Negotiation coaching.
Training programs in new staff union operating methods and new risks for managers. Raise social partners’ awareness of new social issues. Combined general management/staff representative sessions.
Risk analysis. Social and negotiation strategy as part of employment adjustment plans. Redundancy plan support. Revitalization agreements. Conflict anticipation and management, communications.
Transition management
Implement a new organization and onboard the teams
Recreate an HR department and recruit the new ad hoc manager
M&A management
Create a new entity
Set up an HRIS
Rework company agreements
Re-establish or maintain the social climate
Prepare and oversee a corporate restructuring
Emerge from receivership
Ensure the transition before the new HR director takes up his/her position