HR Strategy That Works in the Real World
I’ve spent 20 years leading HR transformation at various organisations. Here’s what I’ve learned: technical solutions aren’t enough. You need someone who understands the politics, the culture, and the messiness of actual implementation.
I help organizations design reward strategies, transform HR operations, and navigate change. No templates. No cookie-cutter. Just honest advisory work grounded in what actually works.
Reward Strategy
Your compensation system should attract talent and drive performance. Most don’t.
I help you fix that.
Market benchmarking, pay frameworks, performance incentives, benefits strategy.
Designed for your reality, not a textbook.
Good for: Organizations with retention problems, outdated pay structures, or merger integration needs.
Takes: 3-6 months
HR Transformation
Moving from transactional HR to strategic partner. It’s harder than it sounds.
I designed shared services before. Led transformation. I know where this goes wrong and how to avoid it.
Service models, technology, process redesign, and change management. Building HR systems that actually serve people.
Good for: Companies planning HR transformation or fixing failed shared services implementations.
Takes: 6-12 months
Change Management
Most change initiatives fail. Usually because of people, not strategy.
I help you navigate resistance, build coalitions, and sustain momentum. Leadership alignment, communication strategy, cultural assessment.
The human side of transformation.
Good for: Major restructuring, culture change, mergers, digital transformation.
Takes: 6-18 months
HR Governance
Policies that enable good management, not replace it.
Policy development, compliance frameworks, risk mitigation. Avoiding bureaucracy while managing legal exposure.
Good for: Organizations with outdated policies or new regulatory requirements.
Takes: 3-6 months
Executive Compensation
Board-level advisory on CEO and executive pay.
Benchmarking, incentive design, governance, disclosure. Balancing performance, fairness, and stakeholder expectations.
Good for: Boards, remuneration committees, companies preparing for IPO.
Takes: 2-4 months
EXECUTIVE COACHING
One-on-one coaching for leaders.
Not just career strategy—life strategy.
For executives who know success at work means nothing if everything else is falling apart.
Important: What This Isn’t
This is coaching, not counseling or therapy.
If you’re dealing with clinical depression, addiction, trauma, or severe mental health challenges, I’ll help you find appropriate professional support. That’s not what this is.
This is for functional executives who want strategic perspective on life, not just work.
If you’re in crisis, start with a therapist. If you’re looking for optimization, we should talk.
HOW WE ENGAGE
How We Engage
Strategic Advisory Monthly or quarterly counsel on HR strategy and organizational challenges. For executives and boards.
Project Work Defined scope, clear deliverables, fixed timeline. 3-12 months typically.
Workshops Half-day to multi-day capability building. Customized to your needs.
Diagnostic Quick assessment and recommendations. 4-8 weeks. Good for deciding what to do next.
Core Advisory Areas
Finding solutions
- Executive remuneration and reward strategy
- Pay Gap Diagnostics & Reporting
- Independent Remuneration Committee (RemCo) advisory and governance support
- Pay conversation frameworks for executives and line leaders
- Executive pay negotiation and board-readiness coaching
WHO I WORK WITH
Take support to the next level.
- Boards and remuneration committees
- CEOs, CFOs, and executive teams
- HR Directors and senior reward leaders
- Organisations facing increased pay transparency and governance pressure
Let’s talk
Every engagement starts with a conversation. No sales pitch. Just honest discussion about whether I can help.
30-minute call to discuss:
Whether we’re a fit
Your challenges
What you’ve tried