People & talent

  • Embedded, RPO, Hybrid

    We’ve all seen many operating models and organisation structures over the years; we know they come into and out of fashion. This is the challenge that teams and organisations must face. You need to remain open-minded and explore different options to see what works for your business.

  • Attraction, Acquisition & Onboarding

    In my experience, many generalist HR Directors, Chief People Officers and Chief Human Resource Officers don’t place enough value on these stages of the employee lifecycle. This could be because they don’t fully understand their importance.

  • Talent Development

    Everyone in your team has talent. That’s why you hired them. Each person fulfils a different need: skills, experience, knowledge. And your people should never stop learning. It’s up to you to create a space where this is possible. Organisations who put in this effort are often more sustainable and more successful.

Workforce Planning

It can be tempting to dive straight into recruitment processes without thinking about your business strategy first. Taking the time to fully understand your intentions will have a huge, positive impact on your business – and that’s where Strategy Inc can help you.

I look at optimal business models, how to utilise the talent you already have, where your gaps are, who’s leaving your business and why, and use all of this information to give you a better grip on your data. From there, we can set a realistic budget to allow you to achieve your aims.

Market Mapping, Search, Headhunt

When it comes to opening up conversations with passive or “not looking” candidates, your existing relationship or connections can make all the difference. You should maintain an “always on” view of the market and candidates to ensure that when the need to employ arises, you have a solid starting point.

There’s no need to panic, appear desperate or make rushed decisions.

Full Stack People Leaders

Conceptually, people professionals need to work across every aspect of a business. They should have a view or take a position. It’s this mindset which ensures your organisation has a people strategy in place that focuses on the right areas at the right times. Some things need to be world-class, others just good enough.

The skillset of a people professional will vary by organisation and depending on the team they work alongside – this shouldn’t come as a surprise! Knowing what your organisation needs is one of the most important things you can do.

The Full Stack People Leader – the T-shaped profile, if you like – can drive value across your People team and commercial areas through their technical expertise and commercial acumen.

People Team “Inside”

You should build a team for the organisation you want to be. It’s the way forward. Teams and organisations will do whatever you set them up to do. And if they don’t, then they’ll do what they want. Restructuring your own team is incredibly difficult – it becomes personal when you’ve hired, developed, rewarded, and promoted those people. Your best option is to do things right the first time. And the best way to do that? By working with someone who has walked in your shoes.

Access Resource Library

Incorporating your people strategy into your business strategy is not a simple task, but it’s an incredibly important focus for every business.

So I’ve put together an entire library of insightful resources to help you take on the challenge.

For specific enquiries get in touch info@strategyinc.co.uk and let’s work together.