Systems Development
Strong systems create the conditions for people and organizations to succeed. My services here focus on designing the structures, processes, and frameworks that support long-term talent health and organizational effectiveness. These services are ideal for organizations seeking to build or refine the infrastructure that enables their people strategies to thrive.
Talent management infrastructure
I provide consultation on building or enhancing a comprehensive talent management framework—ensuring alignment across processes like performance management, succession planning, career development, and leadership growth. The goal is to create a cohesive, scalable system that supports the full employee lifecycle and adapts to evolving business needs.
Strategic workforce planning
I facilitate strategic workforce planning processes that clarify the organization’s future capability needs, assess current talent supply, identify critical gaps, and prioritize the most urgent talent actions. This work turns strategy into concrete plans for acquiring, developing, and aligning talent with business direction.
Organization and staffing model design
I help organizations design fit-for-purpose structures that reflect their strategic goals. This includes clarifying roles, team configurations, spans of control, and decision-rights. Whether you’re scaling up, restructuring, or refining how work gets done, the focus is on creating a model that drives clarity, efficiency, and agility.
Job design
Effective job design links individual roles to broader business outcomes. I consult on defining role scope, responsibilities, competencies, and success measures—ensuring each role is both motivating for the individual and aligned with organizational priorities. This service is especially valuable during times of growth, change, or role ambiguity.
Learning & development framework
I support organizations in developing coherent learning strategies that foster continuous growth. This includes identifying core capabilities, mapping development pathways, and designing frameworks that integrate formal training, experiential learning, and on-the-job development. The result is a strategic approach to building talent, not just delivering training.