Important aspects of a people-led framework can include:

  • Deliver strategic HR knowledge to the board
  • Act as a trusted advisor (business partner) and ‘sounding board’ for the CEO
  • Help identify strengths and weaknesses within the organisation, and recommend solutions
  • Create team alignment to the purpose, vision, and core values of the business – the starting point for any people strategy
  • Establish the Organisation Design. Define the output for each role, how roles interact, and expected behaviours. Align to the company strategy
  • Articulate a meaningful Employer Value Proposition, including a Reward Strategy (Scheme) that drives enterprise value as well as individual and team performance

 

  • Create a robust but agile performance framework that drives results
  • Build a planned recruitment and assessment programme to include structured interviewing and comprehensive referencing that enables efficient scaling
  • Develop a retention strategy to keep hold of core talent within the business, to include personal career development plans
  • Implement an HR MIS system that is compatible with the Finance system for planning and cost purposes
  • Create an Internal Employee Communications Strategy incorporating effective feedback mechanisms