\r\n Strategic consulting and HR consulting - together or separately?\r\n
\r\n\r\n Strategic HR consulting focuses on strategy and policies: it sets direction, cascades OKR/KPI goals, organizes organizational governance and provides a framework for culture and leadership models.
\r\n HR consulting works more operationally - at the level of processes and sub-processes (onboarding, assessments, competencies, training, communication), optimization and regulatory compliance.\r\n
\r\n In practice, the two areas are complementary. Strategic changes - when they are profound - require not only documents and indicators, but also the transformation of culture, mentality and competencies, and therefore the design and implementation of specific HR processes and development systems. That's why we treat strategic consulting and HR consulting as a single, coherent stream.\r\n
\r\n\r\n Some of the HR changes can also be implemented separately - e.g. adjustments to new regulations, process audits, improvements to selected modules (assessments, competence matrices, IDPs). When the priority is to rebuild the direction of the company, we combine both approaches: strategy and policies + operational HR implementations, so that the effect is sustainable and measurable.\r\n
\r\n\r\n What is the process of strategic and HR consulting?\r\n
\r\n- \r\n
- \r\n \r\n 1\r\n \r\n Strategic and HR audit - diagnosis of the current state: analysis of strategy, processes, structures, HR policies and organizational culture, concluding with recommendations for change.\r\n \r\n
- \r\n \r\n 2\r\n \r\n Implementation of recommendations - first corrective actions, reorganization of processes or adjustment of HR policies and systems.\r\n \r\n
- \r\n \r\n 3\r\n \r\n Preparation of documents, materials and tools - bylaws, procedures, role and job descriptions, competency matrix, analytical tools.\r\n \r\n
- \r\n \r\n 4\r\n \r\n Implementation and communication plan - schedule of activities, internal communication plan, roles and responsibilities, management support.\r\n \r\n
- \r\n \r\n 5\r\n \r\n Implementation - often supplemented by implementation training, workshop facilitation and mentoring for managers.\r\n \r\n
- \r\n \r\n 6\r\n \r\n Testing tools - e.g., HRM/ESG information systems, competency assessment solutions or supporting applications, usually in agile iterations.\r\n \r\n
- \r\n \r\n 7\r\n \r\n Final report and strategy - summary of activities, summary of KPIs and developed HR/strategic strategy documented in a tool: from a simple Excel sheet to full implementation in SmartManager®.\r\n \r\n
\r\n What processes and projects will we help you support?\r\n
\r\nStrategy and organizational culture
\r\n- \r\n
- \r\n -Buildinga business or HR strategy based on BSC, Business Model Canvas or Blue Ocean methods.\r\n \r\n
- \r\n -Developorganizational culture assumptions and conduct culture research.\r\n \r\n
- \r\n -Preparea cultural transformation plan and assist in implementation.\r\n \r\n
HR and personnel processes
\r\n- \r\n
- \r\n -Creationand implementation of HR strategy.\r\n \r\n
- \r\n -AuditingHR functions and recommending changes.\r\n \r\n
- \r\n -Optimization ofHR processes: recruitment, onboarding, training management, talent development and talent programs.\r\n \r\n
- \r\n -Design ofcompensation systems, payroll policies and Gender Pay Gap (GPG) audits.\r\n \r\n
- \r\n -Buildingcompetency and employee evaluation systems (matrices, IDPs, 180/270/360 evaluations).\r\n \r\n
Structure and systems of personnel management
\r\n- \r\n
- \r\n -Designingthe entire HR function from scratch.\r\n \r\n
- \r\n -Restructuringthe organizational structure to support the implementation of the strategy.\r\n \r\n
- \r\n -Designingand implementing personnel management systems tailored to the organization's specific needs.\r\n \r\n
When is it worthwhile to use strategic and personnel consulting?
\r\n- \r\n
- \r\n -Whena company grows faster than HR processes and begins to \"clog up.\"\r\n \r\n
- \r\n -Whenthere is a growing number of conflicts in the organization, difficulties in cooperation and a sense of loss of direction.\r\n \r\n
- \r\n -Whenthere is a lack of clear standards and accountability between teams.\r\n \r\n
- \r\n -Whenyou want to organize salaries and prepare a Gender Pay Gap (GPG) audit.\r\n \r\n
- \r\n -Whendecisions are based more on opinions than on data and facts.\r\n \r\n
- \r\n -Whenyou are planning a merger, acquisition or restructuring and need support in integrating culture, systems and teams.\r\n \r\n
- \r\n -Whenyour company is entering new markets and you need to adapt HR processes to new regulations and business realities.\r\n \r\n
\r\n What challenges does strategic and HR consulting solve in practice?\r\n
\r\n- \r\n
- \r\n -Difficultiesin collaboration → better communication and clear roles.\r\n \r\n
- \r\n -Lowefficiency and conflict → aligned processes and work standards.\r\n \r\n
- \r\n -Difficultiesin information flow → implementation of HRM systems and tools.\r\n \r\n
- \r\n -Lossof direction → clear strategy and measurable goals (OKR/KPI).\r\n \r\n
- \r\n -Highturnover and low retention → competency development programs and career paths.\r\n \r\n
- \r\n -Lackof employee engagement → satisfaction surveys, pulse checks and corrective actions.\r\n \r\n
- \r\n -Inequalityand lack of transparency → salary policies, GPG audits and salary standardization.\r\n \r\n
How do we measure the effects of strategic consulting and HR?
\r\n\r\n We monitor KPIs: 90-day and 12-month retention, employee engagement level (ENG), time-to-productivity, coverage of competency matrices, execution of individual development plans (IDPs) and organizational culture indicators.\r\n
\r\n\r\n We prepare monthly and quarterly reports with a summary of activities and recommendations for next steps.\r\n
\r\n\r\n We work out quick wins visible in the first 90 days of the project, which reinforce motivation and show the real value of consulting.\r\n
\r\nWhat can you do today to get started?
\r\n\r\n Contact us and tell us about your HR and strategic challenges. Together, we'll identify priorities and goals for the coming months.\r\n
\r\n\r\n Arrange a consultation in Polish or English - we also provide support for international teams.\r\n
\r\n\r\n Start a 90-day quick diagnosis - with a process audit, preliminary action plan and identification of \"quick wins\".\r\n
\r\n \r\n Get in touch and schedule a consultation\r\n \r\n