HR Consultancy & Organization Design
Practice, not theory.
Some decisions need senior HR judgement rather than a full-time department: a restructuring, a new grading system, a merger or a difficult exit. ERTQAA gives management practitioner advice grounded in the market and the law.
Service 09 of 10
Your journey with ERTQAA
How we deliver HR Consultancy & Organization Design
Diagnose
Audit, data review and interviews with management
Recommend
Written report with options and costs
Plan
Implementation roadmap with owners and dates
Implement
Hands-on support from our team
Hand over
Your team runs it; we stay on call
What’s included
Senior HR judgement, applied to your business
Diagnosis, structure, jobs, policies and change — delivered as practical work with your team, not as a theoretical report.
HR diagnosis & audit
- Current HR situation reviewed in depth
- Interviews with management and line managers
- Data and HR indicators analysed
- Gaps identified and ranked by impact
- A written diagnostic report with clear conclusions
Organization design
- Organization structure designed or redesigned
- Reporting lines and spans of control defined
- Roles and responsibilities distributed clearly
- Duplicated tasks removed
- Alternative structures for growth or downsizing
Jobs & job evaluation
- Job descriptions written for every role
- Jobs analysed and grouped into job families
- Jobs evaluated and weighted
- Grades and consistent job titles set
- Career paths defined for progression
Policies & HR manual
- A complete HR policy manual
- Leave, attendance and conduct policies
- Remote and flexible working policies
- Policies approved and communicated to employees
- Policies updated when regulations change
Restructuring & change
- Restructuring studied with its full impact
- Departments merged or separated
- Overstaffing and cost studied objectively
- Change implementation and employee communication plan
- Sensitive cases handled within the law
HR strategy & planning
- An HR plan aligned with the company plan
- Workforce planning and future hiring needs
- KPIs for the HR function itself
- HR budget prepared with management
Culture & employee experience
- Employee opinion surveys
- Turnover and exit reasons analysed
- Plans to improve the work environment and retention
- Better internal communication
Implementation & handover
- An implementation plan with an owner and a date for every step
- Hands-on implementation with your team
- Your HR team trained on everything new
- All documents, forms and templates handed over
- Support available after handover
What you receive
Advice you can act on — in writing
Every engagement ends with clear documents: findings, options, costs and a plan with owners and dates.
Diagnostic report
Findings from the audit, data review and interviews with management.
Options & cost analysis
Alternatives compared by cost, risk and impact on the business.
Organization structure
Proposed org chart, reporting lines and job families.
Grading & salary bands
Job grades and salary bands based on job evaluation.
Implementation roadmap
Actions, owners and dates to put the recommendations in place.
Implementation progress report
Status of every action, with decisions needed from management.
Meetings with management
Decisions made together, at the right moments
Each engagement follows clear meeting milestones, so management stays in control of every decision.
Diagnosis kick-off
At the start of the engagement
- Objectives and scope
- Data and documents needed
- Interview schedule
Recommendations workshop
After the diagnosis
- Findings and root causes
- Options and costs
- Preferred direction
Implementation steering
Monthly during implementation
- Progress against the roadmap
- Risks and issues
- Decisions needed
Keep exploring
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Let’s talk about HR Consultancy & Organization Design
Tell us about your company and we will propose the right scope for this service — or for your full HR function.