Case Studies

Impacts

• 30% reduction in attrition within six months
• Faster hiring through a streamlined talent acquisition model
• Stronger leadership alignment, with 90% of leaders reporting greater clarity on expectations
• A People function repositioned as a strategic growth enabler, not an administrative cost

Transforming People Strategy to Unlock Performance

Client: Global FinTech Scale-Up
Challenge: Rapid growth had outpaced the organisation’s people infrastructure. Leaders lacked clarity on priorities, teams operated in silos, and the company struggled to attract and retain the right talent.

Solution:  We partnered with the executive team to design a future-focused People Strategy aligned to the company’s growth ambitions. This included a refreshed workforce plan, a re-defined leadership framework, and a new operating model for People & Culture. We facilitated cross-functional workshops, built a clear accountability map, and embedded measurable success metrics.

Outcome:  The business gained the structure, behaviours, and capabilities needed to scale confidently—turning its People Strategy into a competitive advantage.

• Introduced a new operating model with clear decision rights and streamlined layers
• Launched transparent job families and pay bands, improving fairness and internal mobility
• Reduced compensation inconsistencies by 20%, improving cost predictability
• Equipped leaders with a clear roadmap for talent progression and reward decisions

Redesigning Structure & Rewards to Drive Performance

Client: European Pharma Services Firm
Challenge: Growth had created role duplication, unclear accountability, and inconsistent compensation across regions. Employees were unsure how to progress, and leaders lacked a structure that supported scale.

Solution: We conducted a full organisation design review, mapping current roles, spans of control, and decision flows. In parallel, we developed a market-aligned compensation framework covering job architecture, pay bands, and incentive design. We facilitated leadership alignment sessions to agree on the future structure and reward philosophy.

Outcome: The organisation emerged with a fit-for-purpose structure and a compensation model that attracts, motivates, and retains top talent—creating a healthier, more scalable business.

• Stronger leadership cohesion, with clearer decision-making and improved collaboration
• 40% uplift in team engagement scores within three months
• Teams reported faster execution through improved role clarity and conflict resolution
• Leaders developed practical behaviours that cascaded through the wider organisation

Elevating Leadership to Unlock High-Performing Teams

Client:  European Pharma Services Firm
Challenge:  Growth had created role duplication, unclear accountability, and inconsistent compensation across regions. Employees were unsure how to progress, and leaders lacked a structure that supported scale.

Solution:  We conducted a full organisation design review, mapping current roles, spans of control, and decision flows. In parallel, we developed a market-aligned compensation framework covering job architecture, pay bands, and incentive design. We facilitated leadership alignment sessions to agree on the future structure and reward philosophy.

Outcome:  The organisation emerged with a fit-for-purpose structure and a compensation model that attracts, motivates, and retains top talent—creating a healthier, more scalable business.

• 12-point increase in engagement scores within six months
• Reduced turnover in critical roles by 25%
• Stronger cross-team collaboration through clearer shared values
• Leaders consistently reinforcing culture through improved communication and recognition

Rebuilding Culture to Boost Engagement and Retention

Client: Fast-Growth Consumer Brand

Challenge: Rapid expansion had diluted the company’s culture. Employee engagement scores had dropped, teams felt disconnected, and turnover was rising—putting pressure on performance and customer experience.

Solution: We led a culture reset programme, starting with a deep-dive engagement diagnostic and listening sessions across all levels. We co-created refreshed culture principles, redesigned recognition practices, and equipped leaders with practical tools to role-model the desired behaviours. A quarterly engagement rhythm ensured progress stayed visible and owned by leaders.

Outcome: The business regained a vibrant, connected culture—strengthening loyalty, energising teams, and enhancing its reputation as a great place to work

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