HR automation consulting for UK teams
Map the process, remove the manual admin, build the automation in the HRIS you already own.
Read more
Solutions
Built around the problems HR leaders are solving
Every engagement starts with a problem inside your function, not a technology. Here is how we help CHROs and HR leaders redesign the work, then move the numbers the board cares about.
01
Improve productivity
Your HR team is busier than ever, yet capacity has plateaued. The problem is rarely effort. It is how the work is organised.
Problem
Lean HR teams lose hours to coordination, rework and low-value admin the operating model never removed.
Approach
We map the real flow of HR work, remove what should no longer exist, and apply automation and AI to the repeatable steps.
Benefits
- Capacity released back to the team
- Fewer handoffs and less rework
- Faster cycle times
02
AI adoption
AI pilots in HR look promising, then stall. The tools work; the work around them never changed.
Problem
AI is bolted onto legacy HR processes, with no clear ownership, data or decision rights.
Approach
We settle the human vs AI split and redesign the roles and processes around it, so AI moves into everyday use.
Benefits
- Real adoption, not shelfware
- Clear governance and ownership
- Value that compounds over time
03
Work redesign
HR roles, processes and decision rights were built for a different era, and growth has only added layers.
Problem
Accountability is blurred, decisions are duplicated and the function does not scale with the business.
Approach
We reset the work architecture, redefining roles, decision rights and handoffs around the outcomes the function exists to produce.
Benefits
- Clear roles and accountability
- A function that scales with growth
- Faster, cleaner decisions
04
Technology optimisation
You are paying for a capable people system, but using a fraction of it, and the board still can't trust the data.
Problem
The system is under-configured, poorly integrated and generating people data no one trusts.
Approach
We audit the people system you own, optimise configuration and integration, and fix the data foundation. System agnostic, on your side of the table.
Benefits
- The ROI you were promised
- Board-trusted people data
- Less duplication across systems
05
Transformation
Change programmes are announced with ambition, then fail to land with the HR team and the wider business.
Problem
Strategy and delivery are disconnected, and change is done to people rather than with them.
Approach
We connect the board narrative to how the team works day to day, designing change people adopt and sustain.
Benefits
- Change that sticks
- Measurable business results
- Capability retained in-house
06
Executive advisory
The CHRO is steering a complex transition, and a board asking what AI means for the function, without a senior bench alongside.
Problem
The function lacks dedicated, independent leadership for work design and people technology.
Approach
We sit beside the CHRO, from board counsel and the AI narrative to hands-on programme leadership. Principal-led.
Benefits
- Senior, independent guidance
- A credible answer for the board
- A trusted outside perspective
Specialist services
Platform and automation services
HiBob implementation partner for UK businesses
Who we help, what we implement, the seven delivery stages, what training covers and the outcomes clients get.
Read moreHiBob administrator training and post-go-live support
Role-based training on your own configuration, plus hypercare, retainer or fractional administration.
Read moreFAQ
Choosing where to start
Which solution should we start with?
Most clients start with a diagnostic rather than a solution. The Work Design Readiness Assessment scores you across five dimensions in under fifteen minutes and points to the gap worth fixing first. If you already know the problem, go straight to the relevant service.
Do you deliver, or only advise?
Both, and we prefer to do both. Advice that nobody implements changes nothing. Our engagements include the process design and the hands-on configuration, migration, automation and training that make it real.
How long does a typical engagement take?
It depends on scope. A focused sprint on one process runs in weeks. An HRIS implementation runs across the seven delivery stages and depends on headcount, entity structure and data quality. We size it in discovery and give you a stage-by-stage plan before you commit.
Can you work alongside our existing partners or vendor project team?
Yes. We often sit on the client side of a vendor-led implementation, holding the vendor to the design and telling you when corners are being cut.
Do you work with organisations outside the UK?
We are UK-led and deliver internationally where clients have teams abroad. UK payroll, right-to-work and GDPR considerations are built into our delivery either way.
What size of organisation do you work with?
Typically 100 to 1,000 employees, in companies that are growing fast, scaling, or going through rapid change. That is where work design has the most leverage and the least existing capacity.
A Better Way
Ready to solve the problem behind the problem?
Tell us where capacity, adoption or ROI is stuck in your function, and the free Work Design Readiness Assessment will show you where redesigning the work can help.
Book your Work Design Readiness Assessment