Best for: HR teams who are overloaded with day-to-day tasks and want to become true business partners—driving workforce outcomes, not just managing issues.
What this helps you shift from:
Reacting to fires → Preventing them with systems and early indicators
“HR as admin” → HR as a strategic advisor and decision partner
One-off solutions → Repeatable frameworks and scalable tools
Activity-based work → Impact-based priorities tied to business goals
What’s included:
HR Time & Workload Audit: Where HR time is going, what should be delegated/automated, and what must stay with HR
Strategic HRBP Operating Model: Cadence for leader check-ins, workforce reviews, talent planning, and stakeholder alignment
Workforce Insights Dashboard (lightweight + usable): Turnover, hiring, engagement signals, performance trends, ER themes
Quarterly People Priorities Roadmap: A 90-day plan tied to business objectives (with initiatives, owners, timelines)
Leader Partnership Playbook: How HRBPs show up in staff meetings, business reviews, and planning cycles
Templates & Toolkits: Workforce review deck, talent calibration guide, manager coaching scripts, risk escalation framework
Coaching & Office Hours: Real-time support as your team practices strategic advising in live scenarios
Outcomes you can expect:
Clear HR priorities aligned to revenue, growth, retention, and performance
Stronger executive confidence in HR recommendations
Better manager capability with fewer repeated issues
Consistent HRBP rhythm that drives proactive planning and measurable results
Optional add-ons:
HRBP strategic advising training series (3–6 sessions)
Facilitation of talent calibration / succession sessions
Change management plan for rolling out new HR processes
Measurement plan + KPI scorecard buildout
Best for: HR teams who are overloaded with day-to-day tasks and want to become true business partners—driving workforce outcomes, not just managing issues.
What this helps you shift from:
Reacting to fires → Preventing them with systems and early indicators
“HR as admin” → HR as a strategic advisor and decision partner
One-off solutions → Repeatable frameworks and scalable tools
Activity-based work → Impact-based priorities tied to business goals
What’s included:
HR Time & Workload Audit: Where HR time is going, what should be delegated/automated, and what must stay with HR
Strategic HRBP Operating Model: Cadence for leader check-ins, workforce reviews, talent planning, and stakeholder alignment
Workforce Insights Dashboard (lightweight + usable): Turnover, hiring, engagement signals, performance trends, ER themes
Quarterly People Priorities Roadmap: A 90-day plan tied to business objectives (with initiatives, owners, timelines)
Leader Partnership Playbook: How HRBPs show up in staff meetings, business reviews, and planning cycles
Templates & Toolkits: Workforce review deck, talent calibration guide, manager coaching scripts, risk escalation framework
Coaching & Office Hours: Real-time support as your team practices strategic advising in live scenarios
Outcomes you can expect:
Clear HR priorities aligned to revenue, growth, retention, and performance
Stronger executive confidence in HR recommendations
Better manager capability with fewer repeated issues
Consistent HRBP rhythm that drives proactive planning and measurable results
Optional add-ons:
HRBP strategic advising training series (3–6 sessions)
Facilitation of talent calibration / succession sessions
Change management plan for rolling out new HR processes
Measurement plan + KPI scorecard buildout
