Project Trigger:
After achieving a level of investor, product and market readiness as well as key people in place there was a requirement to build out the organisation's operating model including the development of policies, processes and systems to support and enable the planned growth.
Our Scope
- Agree and set priorities to align business and people strategies.
- Define People strategy across the 4 key People areas of:
- Talent Management
- Culture
- Organisational Development
- HR Administration
- Implement People Strategy.
Project Outcomes
- Developed People strategy in conjunction with leadership team.
- Reviewed, updated and implemented core People related processes and related documentation, including employment agreements, employee handbook, policies and procedures.
- Developed job descriptions, KPIs and performance measurement tools.
- Defined and embedded client values and associated behaviours.
- Defined and delivered reward and recognition frameworks - STI & LTIs.
- Defined and delivered talent acquisition and onboarding framework.
- Provision of ongoing People support.
Our Value
- Active Directions facilitated the implementation of a holistic, agile People Strategy that was able to keep pace with the rapid growth experienced by the client.
- Active Directions facilitated the implementation of the People Strategy in an extremely short timeframe through the support of a team of people. Something that would not have been achievable had an internal resource been utilised.
Top 3 Tips
Clients that require the development and implementation of a People Strategy for a start-up business should:
- First understand and develop their business strategy inclusive of short-time and long-term goals.
- Work with their consultant to set People priorities.
- Work with their consultant to set People in line with business strategy and determined priorities.
