Our Services - HCM Consulting

HCM consulting for connected, data driven HR functions

We help HR Directors, Finance leaders and CHROs design a practical HCM strategy, align workforce planning, and improve lifecycle processes so HR becomes a measurable business enabler.

Strategic HCM advisory aligned to business growth
Workforce planning and skills intelligence for UK and global teams
Standardised hire to retire lifecycle processes
KPI tree and HR analytics to track value
HCM and HRIS roadmap for future modules
Support for PE backed, multi entity and regulated sectors

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Start HCM advisory

Tell us your HR/HCM challenges and we will propose a prioritised engagement.

HCM consulting that links people, performance and systems

HCM consulting is the structured approach to align people strategy, HR processes, skills, and systems with what the business is trying to achieve. It translates growth, M&A, new business models and hybrid working into HR and workforce plans. A good HCM strategy defines which lifecycle processes to standardise, what data to capture, how to measure HR through a KPI tree, and how technology should support it. This is what makes HR credible with Finance, IT and the Board.

HCM Strategy & Operating Model

We start with the bigger picture. We review your business strategy, headcount growth, locations, and current HR maturity. Then we build an HCM strategy that says what HR should deliver in 12 to 24 months, which services stay central, and which can be delivered through shared services or local HR. This ensures HR and Finance are working from the same plan.

We also design an HCM operating model that clarifies roles, data ownership, service catalogues and SLAs. HR teams get clarity on what to prioritise, IT gets clarity on system changes, and leadership gets a clean view of workforce data. This is the core of strategic HCM advisory.

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Workforce Planning and Skills Intelligence

Organisations cannot execute strategy without the right skills, and this is where HCM consulting adds value. We assess demand and supply for skills across business units, identify gaps, and define sourcing, reskilling or contractor strategies. We help you build a workforce plan linked to business scenarios such as new geography, acquisition or product launch.

We also define the data you need to capture in your HCM platform to make workforce planning real. That includes job architecture, grade structures, competencies, succession and internal mobility. This gives HR and business leaders a single source of truth to make headcount decisions.

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Lifecycle Process Optimisation

Many HR functions run good processes but not consistent ones. We map your current lifecycle processes from recruitment to onboarding, core HR, time, performance, learning and exit. Then we simplify and standardise them so they can be automated in your HCM or HRIS platform. This increases manager self service and reduces HR administration.

We also build approval flows, controls and handoffs to payroll and Finance. That means fewer missing data fields, fewer overpayments and better employee experience. This is particularly useful for UK organisations with multiple entities or PE portfolios where you want one way of doing HR.

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HCM Analytics and KPI Tree Design

Good HCM strategy must be measurable. We design a KPI tree that links people metrics to business and financial metrics. For example, workforce cost to revenue, time to hire, internal mobility, learning impact, absenteeism, diversity, and HR service levels. This makes it easier to report to C suite and to justify HR investments.

We also define the data model and reporting cadence. If you are using HRIS, payroll, ATS and LMS from different vendors, we show what to consolidate and what to surface in dashboards. This helps HR and Finance leadership make decisions faster, and it often exposes process issues that can be fixed early.

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HCM Platform and Integration Advisory

HCM consulting is not just about processes. It also guides technology choices. We review your current HRIS, payroll and talent platforms and recommend how to sequence modules, integrations and upgrades. We look at user experience, security, UK compliance and vendor roadmaps. Then we give you a platform plan you can execute.

We can also support RFPs or vendor conversations, making sure the solution fits your HCM strategy and workforce planning needs. This reduces rework, avoids buying overlapping tools, and helps IT and HR deliver together.

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Get an HCM roadmap

Share your current HR/HCM landscape and we will send a structured HCM advisory roadmap with quick wins and mid term priorities.

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HCM discovery and current state review

We run discovery sessions with HR, Finance, business and IT to understand current workforce planning, skills gaps, lifecycle processes and reporting. We benchmark your HCM maturity against UK and sector standards. This gives a clear baseline to design the future HCM strategy and operating model.

What We Offer:

Current HCM and HRIS landscape assessment
Process maps for hire to retire journeys
Workforce planning and skills gap analysis
HCM maturity and KPI readiness review
Stakeholder and change impact summary

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Future state design and HCM execution support

After discovery we define the target HCM strategy, lifecycle processes, KPI tree and technology changes. We provide sequencing, ownership, and change messaging so your internal HR and IT teams can deliver. We also support pilots and early life support to protect business as usual.

What We Offer:

Target HCM strategy, operating model and services
Future state lifecycle processes with controls
KPI tree, HR dashboard and reporting requirements
HCM platform, module and integration roadmap
Change, communication and training guidance

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Our Process

Assess reality

Understand current HR, payroll, skills and data maturity across entities and business units.

Design future

Define HCM strategy, lifecycle processes, KPI tree and target operating model aligned to business growth.

Enable change

Build change, comms and training so HR and managers adopt new processes and HCM tools.

Optimise value

Track KPIs, improve integrations and adjust workforce plans as business priorities change.

Why choose Us?

We combine UK HCM domain expertise, HRIS and payroll knowledge, and commercial thinking. Our HCM consulting is practical, board friendly and designed to be delivered by real HR teams with limited capacity.

UK focused

Built for UK employment, payroll and multi entity HR requirements.

Platform aware

Experience with ADP, Workday, SAP SuccessFactors, Oracle, hybrid HR stacks.

Value oriented

Every HCM recommendation linked to a KPI tree and business case.

Change ready

Communications, admin guides and rollout plans so adoption is measurable.

Frequently asked questions

About Our HCM Consulting Services

What is HCM consulting and who is it for?

HCM consulting helps HR and Finance leaders define how people, processes and systems should work together. It is for organisations that are growing, restructuring, acquiring, or trying to get more value from HR and payroll platforms in the UK.

How is HCM strategy different from HR strategy?

HR strategy is broader and often people centric. HCM strategy is the actionable layer. It defines workforce planning, lifecycle processes, skills, KPI tree, and the technology that supports them. It makes the HR strategy executable.

Can you support workforce planning as part of HCM consulting?

Yes. Workforce planning is a core secondary focus. We align headcount plans, skills requirements and location choices with your HCM strategy so Finance and HR work from the same numbers.

Do you help standardise lifecycle processes?

Yes. We map, simplify and standardise hire to retire processes. This makes it easier to configure HCM and HRIS platforms, integrate payroll, and measure KPIs across entities.

What is a KPI tree in HCM?

A KPI tree is a structured way of linking HCM and HR metrics to business outcomes. It shows how lifecycle improvements, skills, and workforce planning impact costs, productivity and engagement. It is essential for board reporting.

Can you work with our existing HRIS or payroll provider?

Yes. We act as client side HCM advisors. We define processes, data and KPIs, and your vendors configure the platform. This protects your strategic intent and avoids costly rework.

How long does an HCM consulting engagement take?

A focused HCM discovery and design engagement can be done in 4 to 6 weeks. Larger multi entity or PE backed programmes may run in phases so business as usual is not disrupted.

Is HCM consulting useful for PE or multi entity groups?

Very much. We design standard processes and KPI trees that can be rolled out to new portfolio companies, while giving controlled flexibility for local rules.

Do you cover skills and learning as part of HCM?

Yes. We map roles to skills, define learning or reskilling paths, and show how those records should sit inside your HCM platform so reporting works.

Can you help build a business case for HCM transformation?

Yes. We quantify HR time saved, payroll and lifecycle error reduction, better workforce planning, and improved reporting. This helps secure budget.

Do you advise on integrations?

Yes. We specify what to integrate between HR, payroll, finance, time and ATS. We define sources of truth, frequency and controls so IT can build it.

Will the HCM consulting output be usable by our HR team?

Yes. We deliver process maps, KPI definitions, RACI, and a roadmap in simple language. Your HR team can own and maintain it.