Our Practice Areas
Three integrated practice areas — HR Digital Transformation, Human Capital Management and HR Strategy — deployed individually or in combination, sized to your problem.
Modernize the HR technology stack — from HCM strategy through cloud migration, automation, AI adoption and the change management that makes it stick. We bridge the gap between HR business intent and digital execution, focused entirely on the people function.
Engagements typically span one or more of nine capability areas — selectable below — from HR digital strategy and cloud HCM modernization to integration architecture, AI adoption, identity modernization and post-go-live change management. Each capability is sized to fit alongside whatever else is on your roadmap, and each is delivered hands-on by senior practitioners who have run these programs before — not by slide-decks. Click any tile below to see the work in detail.
DRHR Digital Roadmap
DR
HR Digital Roadmap
HR technology strategy, target operating model design for the people function, HCM ecosystem rationalization and a phased multi-year HR tech roadmap tied to measurable people outcomes and board-ready milestones. We facilitate executive workshops with HR and IT, benchmark your HR stack against peers, and translate the strategy into a sequenced, funded plan your CHRO and CIO are willing to commit to.
AIAI for HR
AI
Responsible AI Adoption for HR
HR AI use-case discovery and prioritization across recruiting, performance, learning, employee experience and HR service delivery; AI governance framework, bias and explainability controls, model risk management and pilot-to-production scaling. We help People and IT leaders move past the hype — running structured use-case workshops, building the HR AI governance and risk framework (EEOC, EU AI Act) and partnering on the first two or three production deployments to prove the value.
EXEmployee Experience
EX
Digital Employee Experience
Modern employee portals and intranets, conversational HR assistants (Workday® Assistant, Microsoft® Copilot™ for HR, Paradox™), unified HR service desk experiences and digital adoption platforms (WalkMe, Whatfix, Pendo) layered on top of your HCM. We translate employee research into measurable experience improvements and stand up the analytics, content governance and feedback loops that keep your HR portal sharp instead of stale.
CLCloud HCM
CL
Cloud HCM Modernization
Legacy HRIS retirement, migration to modern cloud HCM (Workday®, SAP® SuccessFactors®, Oracle® HCM Cloud, UKG®, Rippling®), application portfolio rationalization across the HR stack and FinOps cost optimization for HR SaaS subscriptions. We run the assessment, business case, vendor selection and program governance — and stay in the seat through wave-by-wave migration, hypercare and post-cutover stabilization.
PAHR Automation
PA
HR Process Automation & Workflow
RPA for HR operations (UiPath, Automation Anywhere, Power Automate™), intelligent document processing for offer letters and employee records, hire-to-retire workflow automation and HR-payroll-benefits orchestration. We help you pick the right automation candidates in HR Ops, build the first five-to-ten bots end-to-end and stand up the CoE, controls and reporting that let your HR team scale safely.
INHR Integration
IN
HR Integration & API Strategy
API-led integration across HCM, ATS, LMS, payroll, finance and identity (Workday® Studio, SAP® Integration Suite, Oracle® OIC), iPaaS selection (MuleSoft, Boomi, Workato®) and integration governance for the full HR ecosystem. We assess the spaghetti between your HR systems today, design the target-state integration architecture and lead the iPaaS selection, build and governance — including the HR API catalog your developers and vendors actually want to use.
SCPeople Data Security
SC
People Data Security & Identity Modernization
Zero-trust architecture for employee data, identity & access management across the joiner / mover / leaver lifecycle (Okta, Azure AD / Entra, SailPoint), SSO, MFA and HR-data protection across your full SaaS stack. We bridge the gap between IT, security and HR — designing zero-trust patterns and automated access provisioning that protect employee data without breaking the joiner / mover / leaver experience.
DAPeople Analytics
DA
People Data & Analytics
Modern people data architecture, HR data lake / lakehouse design (Workday® Prism, Snowflake®, Databricks®), workforce analytics platforms (Visier™, Crunchr, One Model), self-service BI for HRBPs and executive dashboards on attrition, hiring, comp and engagement. We bring HR, finance and IT to a shared people-data model and stand up the governance, semantic layer and HRBP enablement that keep your people data trusted long after launch.
CMHR Change & Adoption
CM
HR Change Management & Adoption
Adoption planning for HCM go-lives, super-user enablement, persona-based training (HR, managers, employees), communications strategy and value-realization tracking from project kickoff through one year after go-live. We embed alongside your HR change leads to build the adoption plan, train the trainers and report on system usage and value capture month-by-month so adoption is measured, not assumed.
Vendor-agnostic guidance and execution support for organizations modernizing their HCM technology — from selection advisory through data strategy, migration and value realization. Choose a focus area below.
HAHCM Advisory
HA
HCM Advisory Services
Independent, vendor-agnostic guidance for organizations modernizing their Human Capital Management technology. We help HR and IT leaders make confident, well-governed decisions — starting long before the RFP — so the right platform is chosen for the right reasons. We act as your trusted advisor — building consensus across HR, IT and finance, running the demo-and-scoring process, and protecting your team from vendor pressure tactics so the decision holds up under scrutiny.
- Phase 0 Selection Advisory — readiness assessment, current-state diagnostic and business case before any vendor evaluation begins, so leaders enter procurement with a clear definition of what they actually need.
- HCM strategy & future-state operating model design
- Requirements definition and capability mapping
- Vendor evaluation (Workday®, SAP® SuccessFactors®, Oracle® HCM, UKG®, Rippling® and others)
- RFP design, demo scripting and vendor scoring
- Implementation partner selection & SOW review
- Program governance and value realization tracking
HDData Strategy & Migration
HD
HCM Data Strategy & Migration
HCM transformations live or die on the quality of their data. We help organizations design a defensible people data strategy and execute clean, auditable migrations — so your new platform launches with data you trust, leadership reports they can defend, and an audit trail regulators can accept. We embed with your HR and IT teams to inventory the data you have, agree the data you need, drive the mock loads and reconciliation cycles, and stand between the vendor and the business until every record reconciles.
Data Strategy
- People data model and HR domain architecture across core HR, payroll, talent, learning and time
- Master data management (MDM) and source-of-truth definition between HCM, ATS, LMS, payroll, finance and IAM
- Data governance framework — ownership, stewardship, quality SLAs and remediation workflows
- People data dictionary, job architecture and skills taxonomy / ontology design
- Integration architecture and API strategy for HCM ecosystem
- People data privacy & compliance — GDPR, CCPA, HIPAA and country-specific employee data regulations
- Workforce analytics and reporting strategy, including people data lake and BI tool selection
Data Migration
- Migration strategy and sequencing — big bang, phased or parallel-running, matched to your risk profile
- Legacy data audit, profiling and quality assessment with quantified remediation plan
- Pre-migration data cleansing, standardization and deduplication
- Source-to-target mapping for every employee, position, organization, compensation, benefit and talent record
- Migration tooling — Workday® EIB & PECI, SAP® Migration Cockpit / LSMW, Oracle® HDL, UKG® Boomi, custom ETL
- Mock loads, dress rehearsals and tenant-by-tenant validation
- Position management, supervisory hierarchy and effective-dated history reconstruction
- Historical data retention — compensation, performance, learning, benefits and time-off balances
- Cutover planning, reconciliation reporting, go-live validation and fallback procedures
Strategic HR programs across workforce growth, operations, change and risk — deployed individually or in combination. Choose a focus area below.
STHR Strategy
ST
HR Strategy & Workforce Growth
Align your people strategy with where the business is heading. We help CHROs and executive teams translate enterprise priorities into a clear HR strategy, build the workforce needed for growth and make the business case that earns board confidence. We work shoulder-to-shoulder with the CHRO and their leadership team — facilitating the strategy off-sites, building the workforce model and producing the board-ready narrative and financials that get the people agenda funded.
- HR strategy and CHRO agenda design
- Strategic workforce planning and growth modeling
- Talent strategy aligned to business expansion (new markets, new capabilities)
- HR M&A diligence, Day 1 readiness and integration
- Total rewards strategy and pay equity
- Employee value proposition and employer brand strategy
- HR transformation roadmap and business case
OPHR Operations
OP
HR Operations Excellence
Turn your HR function into a strategic, service-led operation. We redesign HR operating models, streamline employee-facing processes and embed the technology, data and shared-service capabilities needed to deliver a great experience at scale. We map the current state, design the future operating model with your HR leadership team and stay through implementation — including service-center stand-up, process re-engineering and the metrics that prove the new model is delivering.
- HR operating model & service delivery design (CoE, HRBP, shared services)
- Employee lifecycle process re-engineering (hire-to-retire)
- HR shared services and tier-based support model setup
- Payroll and benefits operations optimization
- HR policy, compliance and controls framework
- HR analytics, dashboards and people data governance
- HR cost-to-serve benchmarking and optimization
CMChange Management
CM
Change Management
Strategy fails when people don't move. We design change programs that earn buy-in from the front line and the boardroom alike. We assess change readiness, design the stakeholder and communications strategy and embed change leads into your transformation team so adoption is engineered into the program, not added at the end.
- Organizational design
- Stakeholder & communications strategy
- Culture and behavior change
- Transformation PMO
RCRisk & Compliance
RC
Risk & Compliance
Protect the enterprise without slowing it down. We design risk and compliance programs that are pragmatic, proportionate and audit-ready. We run the diagnostic, build the control framework with your legal, HR and audit teams and prepare your organization for the regulator visit — including the documentation, training and evidence trail they will ask for.
- Enterprise risk management
- Regulatory readiness
- Internal controls & governance
- Crisis & resilience planning
