Optimizing return on investment during the build-phase involves effectively managing costs and ensuring timely completion of tasks.

Your key questions, challenges and objectives


  • Define the HR Strategy coming out of the overall business strategy with vision, mission and objectives
  • Set up the appropriate HR organization for delivering HR services to the employees
  • Define the HR function with all HR services along the HR lifecycle management fitting to the organization
  • Reach HR processes working within the whole HR organization
  • Set up KPIs and controls as well as reporting
  • Define IT tools for payroll, HR administration, HR recruitment, qualification and the talent management

How we support


  • Feasibility study: Data collection, target operating model, business case, best practices
  • Analysis phase: As-Is analysis, target setting of HR function, tasks, roles, HR offering
  • Design phase: HR organization with HR governances, HR roles & responsibilities, org chart, service level, reporting
  • Implementation: Roll-out management, organization setup, job role implementation, training, process setup
  • Maturity assessment: Benchmarking, fit gap analysis, workforce setup
  • Functional areas: Enabling functions like accounting, controlling, HR, payroll, IT, sales, procurement

Examples of relevant credentials

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