Human Capital
Organisational design, workforce planning, compensation structuring, performance frameworks and capacity building, aligned to what the business is actually trying to achieve.
People cost is the largest line, and usually the least examined.
Roles accumulate, salaries drift out of line with the market, and nobody can say which capabilities the next two years require.
We work on the structure, the numbers and the frameworks underneath it.
Five areas, each with something you can hold at the end.
Organisational design
The roles the business needs, how they relate, and who decides what.
Structure chart
Workforce planning
What capability the business needs, and whether to build, buy or borrow it.
Workforce plan
Compensation structuring
Job evaluation, salary banding, benchmarking and incentive design.
Salary structure
Performance management
Frameworks that produce useful conversations rather than completed forms.
Manager guide
Capacity building
Training that leaves capability inside the organisation.
Programme design
Pay decisions in the order that makes them defensible.
The sequence matters more than the benchmark.
Job evaluation
The relative weight of each role, before any number.
Banding
Roles of comparable weight grouped into bands.
Benchmarking
Bands tested against market data for Nigeria.
Placement
Individuals placed, and outliers identified.
Incentives
Variable pay designed last.
Three ways to close a capability gap, and each has a cost.
Build
Develop the capability internally. Slowest, and the cheapest to retain.
Buy
Recruit from the market. Fastest, and the most disruptive to structure.
Borrow
Contract or advisory support while internal capability is built.
Clients on this service often also use
Organisational Development
Where behaviour, culture and how the organisation decides are the presenting issue.
Company Secretarial
Where structural change needs to be reflected in the company's records.
Escrow Services
Where an acquisition brings two workforces together.
Request a people strategy review.
Send us your headcount, your structure as it stands, and what the business is trying to do next.