Strategic HR Solutions That Transform Organizations

The Challenge: Your reward strategy should attract top talent, drive desired behaviors, and align with business strategy—but most organizations struggle with outdated frameworks, internal inequities, and compensation that neither motivates nor retains.

What I Provide: Drawing from extensive experience leading reward strategy at major organizations, I help you design and implement total rewards frameworks that are competitive, equitable, sustainable, and genuinely motivating.

Scope Includes:

– Reward philosophy development aligned to business strategy and values

– Market benchmarking and positioning for competitive advantage

– Total rewards framework design (base pay, variable pay, benefits, recognition)

– Job evaluation and grading structures that support internal equity

– Pay-for-performance program design that drives desired behaviors

– Benefits strategy optimization, balancing cost and employee value

– Communication strategy to build understanding and trust

– Implementation roadmap and change management support

Ideal For: Organizations redesigning compensation frameworks, companies experiencing retention challenges, firms navigating mergers or restructuring, and HR teams seeking to elevate reward from transactional to strategic.

Expected Outcomes: Competitive and sustainable reward framework, clear differentiation for high performers, improved talent attraction and retention, enhanced pay equity and transparency, stronger link between compensation and business results.

Duration: Typically 3-6 months, depending on scope and complexity. Over two decades of leading transformation at South Africa’s most complex organizations—Eskom, SARS, and Discovery—have taught me this: sustainable organizational success requires more than technical solutions. It demands strategic vision, cultural intelligence, and a deep commitment to enabling people to thrive. My consulting work integrates reward strategy, organizational transformation, and holistic people development. Whether you’re redesigning your compensation framework, implementing shared services, or navigating large-scale change, I bring proven methodologies, hard-won insights, and a genuine partnership approach. This isn’t cookie-cutter consulting. It’s strategic advisory work grounded in real-world complexity.

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HR Transformation

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The Challenge:

HR departments are often overwhelmed with administrative work, leaving little capacity for strategic contribution. HR shared services promise efficiency, but implementation often fails, creating bureaucracy rather than liberation.

What I Provide:

Having designed and implemented shared services at Eskom and led HR transformation at multiple organizations, I bring practical expertise in creating HR operating models that genuinely serve both business and people.

Scope Includes:

– Current state assessment and gap analysis

– Target operating model design (shared services, centers of excellence, business partners)

– Service delivery model definition and optimization

– Technology requirements and vendor selection support

– Process redesign and standardization for efficiency

– Change management strategy, including stakeholder engagement

– Implementation roadmap and phasing approach

– Governance framework and performance metrics

– Capability building for new roles and ways of working

Ideal For:

Organizations planning HR transformation, companies implementing or fixing shared services, HR leaders seeking to elevate strategic contribution, and organizations experiencing rapid growth requiring HR scalability.

Expected Outcomes: More efficient HR service delivery, HR capacity freed for strategic work, consistent high-quality employee experience, scalable HR operating model, enhanced HR credibility, and business partnership.

Duration: Typically 6-12 months for full transformation; shorter engagements for specific components

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Organizational Change

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The Challenge: Organizational change initiatives fail far more often than they succeed—not because of poor strategy, but because of insufficient attention to the human dimensions of change. In complex organizations, resistance, stakeholder politics, and cultural inertia derail even the best-laid plans.

What I Provide: Experience leading transformation in large, complex environments equips me to guide change initiatives that address both technical and human elements. I help leadership teams navigate resistance, build coalitions, and sustain momentum through inevitable challenges.

Scope Includes:

– Change readiness assessment and stakeholder analysis

– Change strategy and roadmap development

– Leadership alignment and coalition building

– Communication strategy and messaging development

– Resistance management approaches

– Cultural assessment and intervention design

– Change agent network development and support

– Progress monitoring and course correction

– Sustainability planning to embed changes

Ideal For: Organizations undertaking major transformation (restructuring, culture change, digital transformation), leadership teams navigating complex stakeholder environments, companies experiencing change fatigue, mergers and acquisitions requiring cultural integration.

Expected Outcomes: Higher change initiative success rates, reduced resistance and faster adoption, stronger leadership alignment and capability, sustainable transformation (changes that stick), enhanced organizational change capacity. Duration: Varies by scope; typically 6-18 months for major transformations

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Executive Compensation

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The Challenge: Executive compensation is increasingly scrutinized by boards, shareholders, regulators, and the public. Getting it wrong creates governance risk, reputational damage, and failed retention. Getting it right requires balancing multiple stakeholder interests while driving executive performance.

What I Provide: Strategic advisory on executive compensation frameworks, governance, and best practices—informed by experience working with boards and navigating complex stakeholder environments.

Scope Includes:

– Executive compensation philosophy and principles

– CEO and executive pay benchmarking and positioning

– Short and long-term incentive design aligned to strategy

– Performance metrics and target setting that drive desired outcomes

– Board remuneration committee support and advisory

– Governance and disclosure guidance

– Regulatory compliance review

– Stakeholder communication strategy

Ideal For: Boards and remuneration committees, CEOs and CFOs reviewing executive pay frameworks, companies preparing for IPO or increased scrutiny, and organizations navigating executive retention challenges.

Expected Outcomes: Defensible competitive executive pay framework, stronger alignment between executive pay and company performance, enhanced governance and stakeholder confidence, improved executive retention and motivation, reduced reputational and regulatory risk.

Duration: Typically 2-4 months for full framework design; ongoing advisory available

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HR Governance

The Challenge: HR policies are often either too rigid (constraining managers and frustrating employees) or too loose (creating inconsistency and risk). Strong HR governance balances compliance, consistency, and flexibility—enabling good management rather than replacing it.

What I Provide: Experience in both highly regulated public sector environments and dynamic private sector companies enables me to design governance frameworks that manage risk without bureaucracy.

Scope Includes:

– HR policy framework audit and gap analysis

– Policy development and revision aligned to legislative requirements and organizational values

– Delegations of authority framework for HR decisions

– HR governance structure (committees, approvals, escalation)

– Compliance risk assessment and mitigation strategies

– Manager capability building on HR policy application

– Employee communication of policies and procedures

– Policy simplification for clarity and usability

Ideal For: Organizations with outdated or incomplete HR policies, companies navigating new regulatory requirements, HR teams seeking to reduce compliance risk, and organizations balancing decentralization with consistency.

Expected Outcomes: Comprehensive compliant HR policy framework, clear governance and decision-making processes, reduced HR-related risk and liability, greater manager confidence in HR decision-making, simplified user-friendly policies.

Duration: Typically 3-6 months, depending on scope

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Organizational Wellbeing

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The Challenge: Organizations invest in wellness programs, employee assistance, and work-life balance initiatives, yet burnout, disengagement, and turnover remain high. The problem isn’t lack of programs—it’s lack of integration. True wellbeing requires organizational cultures that honor the whole person.

What I Provide: A distinctive approach that integrates organizational performance with employee well-being. This isn’t about adding more benefits—it’s about fundamentally rethinking how organizations enable people to bring their best selves to work.

Scope Includes:

– Organizational wellbeing assessment (beyond typical wellness surveys)

– Leadership development on the performance-wellbeing connection

– Policy and practice review identifying wellbeing barriers

– Manager capability building on supporting whole-person development

– Work design and flexibility strategies

– Relationship and family support programs

– Integration of wellbeing into performance management and talent development

– Measurement framework for wellbeing outcomes

Ideal For: Organizations experiencing burnout and retention challenges, leadership teams seeking sustainable high performance, companies wanting to differentiate their employee value proposition, and HR teams moving beyond transactional wellness programs.

Expected Outcomes: Reduced burnout and improved employee wellbeing, enhanced engagement and retention, greater productivity and performance sustainability, differentiated employer brand, cultural shift toward whole-person support.

Duration: Typically 4-8 months for assessment and strategy; ongoing implementation support available

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My Consulting Approach

Every consulting engagement begins with a conversation. I want to understand what challenges you’re facing, what you’ve already tried, what success looks like for you, and whether we’re the right fit to work together.

There’s no obligation, no sales pitch—just an honest conversation about whether I can help.

Start With a Complimentary Consultation

30-minute discovery call to discuss:

• Your organizational challenges
• Potential approaches and solutions
• How we might work together
• Investment levels and timelines