HR Advisory | HR Transformation
“Rethinking HR: We develop your people and HR strategy so that it addresses new business requirements and takes both people and the organization into account.”
THE TYPICAL STARTING POINT
We provide HR transformation consulting for mid-sized companies: HR strategy, HR operating model, and competency management aligned with cost pressure and HR digitalization.
WHAT WE MEAN BY THIS
HR transformation begins with the company’s strategy: Where should your company be in three years, and which people strategy and HR strategy follow from this? We answer these questions as a partner to your HR function, which remains the client and implementer. Using our own maturity models, we develop an HR operating model, competency management, and HR tools from this. We clarify how many and which roles your organization will need in the future as part of strategic workforce planning. At the end, you have an HR department that independently carries new tools forward in its day-to-day work.
OUR APPROACH
Step by step toward an HR department with a strong ability to act
For us, HR transformation is successful when the HR team can independently carry the strategy and tools forward and thereby effectively fulfill its strategic role within the company.
OUR SERVICES
Our service modules for HR Consulting
HR Readiness & Maturity Analysis
- Assess the current state of the HR function using BSC’s own maturity models
- Current-state analysis: HR structure, roles, processes, tools, and capacities
- Change readiness assessment: How ready for change is HR itself?
- Gap analysis: Where does HR stand today, and where does HR need to be in 12 to 24 months?
People Strategy & HR Strategy
- Derive the HR strategy directly from the company’s strategy
- Identify the key competencies of the future: skills map
- Use the people strategy as a living steering tool
- Integrate it with workforce planning, talent planning, and succession planning
HR Operating Model & Governance
- Realign the HR function: centralized versus decentralized, service portfolio, and roles
- Develop HR as a strategic business partner based on the Ulrich model
- Governance structure: Who decides what in HR?
- CHRO agenda: Position HR leadership on an equal footing with executive management
Competency Management Consulting & HR Tools
- Competency model: role-specific, scalable, and applicable
- Job map and grading framework
- Performance management: goal, feedback, and development systems (OKRs, MbO)
- Compensation & benefits: strategy and framework
- Recruiting capability and employer attractiveness
- Onboarding and offboarding processes
HR Digitalization & Corporate Academy
- Assess the HR tech stack: What is useful, and what is overkill?
- Digitalize selected HR processes: self-services, workflows, and tools
- Develop a corporate academy and learning ecosystem: blended learning, microlearning
- Enable HR teams to use digital tools
FROM PRACTICE
Frequently Asked Questions and Answers
“Our HR team wants to shape more, but in terms of capacity, it can barely get out of day-to-day operations.”
This is the most common pattern we encounter in HR consulting. HR is overburdened with day-to-day operations and is therefore unable to take on a strategic role. We help set priorities, streamline processes, and gradually guide HR into a strategic role without jeopardizing day-to-day operations.
“We are growing quickly, but our HR structures and processes cannot keep up.”
Scaling often overwhelms HR structures that have evolved over time. We analyze what can be scaled and what needs to be rebuilt from scratch and develop an HR operating model that grows with the company without having to be reinvented every time.
“How do we derive a concrete HR strategy directly from our company strategy?”
An HR strategy that is not derived from the corporate strategy remains confined to HR and loses its impact. We provide structured support for this derivation process, involve senior management and the leadership team, and ensure that the People Strategy is used as a genuine management tool.
“Which HR tools do we need to systematically manage talent, competencies, and succession?”
Competency management consulting is the starting point for nearly everything HR is expected to accomplish strategically: talent identification, succession planning, performance management, and development. We develop competency models that are role-specific, scalable, and truly applicable in everyday work, not corporate solutions forced onto small and medium-sized businesses.
“How can HR obtain the mandate to act as a true strategic partner to executive management?”
Our mandate is not based on self-declaration, but on results. We help HR address the right issues, provide the right metrics, and have the right conversations with senior management. Our goal is to provide HR consulting that operates on an equal footing with senior management.
HR CONSULTING AND COMPETENCY MANAGEMENT CONSULTING
The results you will receive
- A clear HR strategy that is directly derived from the company’s strategy and functions as a genuine steering tool
- An HR operating model that scales with the company and positions HR as a strategic partner
- Competency models and HR tools that are actually used in day-to-day work
- HR digitalization that starts where it creates genuine added value, without overkill
- An HR team that is empowered to manage and further develop the new model independently
An overview of our additional consulting services
Further insights on the topic
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