Strategic Projects

Fixed-scope implementation focus. Where the structural work gets built.

Projects exist to build, redesign, stabilise or deliver something specific. They are an important piece of implementation work with a fixed scope, a defined outcome and a price set against that scope. They operate side by side with our People Partner Plans – the Plan maintaining operating rhythm, the Project doing the concentrated build.

Every project is different, but many fall into one of the following areas. If the outcome you need is not listed here, chat to us and we can scope what is required.

- Workplace investigations

Structured, experienced handling of formal complaints, misconduct matters, or sensitive workforce issues.

- Contract redesign and policy suite redevelopment

Refreshing employment contracts, policies, and governance documentation to reflect the current business and its obligations.

- Performance framework and position description development

Building performance, capability, and accountability frameworks aligned to how the business actually operates.

- Leadership and capability framework development

Defining what exceptional leadership looks like across the business and building the structure to develop it consistently.

- Remuneration frameworks and pay structure reviews

Building or redesigning remuneration structures, salary banding and benchmarking, incentives and bonuses, and pay compliance.

- Organisational redesign and restructures

Redefining roles, restructuring teams, and clarifying accountability across leadership layers as the business scales.

- Employee feedback survey design and analysis

Building structured survey instruments and analysing results to surface workforce insights that inform decisions. We offer two pulse surveys within our People Insights Suite - talk to us today about this

- Workforce planning and succession mapping

Modelling headcount, capability gaps, governance cadence, and resourcing sequences ahead of growth or change.

- Workshop development and delivery

Designing and delivering workshops for leadership teams or broader workforce groups on specific people or operational topics.

- HRIS selection and implementation support

Supporting the implementation and training for HRIS selection, install or upgrade. We can also manage HRIS activities on your behalf.

Best suited to businesses where:

Priorities are already clear and do not need diagnosing
A specific structural gap needs building or rebuilding
There is internal capacity to absorb and use what is delivered
Implementation is isolated to defined deliverables rather than spread across the business

Typically founder-led or owner-led businesses with 20 to 100 employees, at a growth stage where people complexity is outpacing structure.

A standalone Strategic Project does not require the People Operating Assessment first. It is scoped and priced directly against its own defined scope. The Assessment is the gate before a People Partner Plan, not before project work.

Defined outcomes and deliverables.

Projects are designed to deliver a defined outcome and close. That discipline is what protects both the quality of the work and the clarity of the engagement.

Not open-ended consulting. Every project has a defined end.
Not absorbed into a People Partner Plan. Project work is always scoped and billed separately.
Not ongoing advisory. Once delivered, the project closes.
Not a substitute for operating rhythm. A project builds the structure. A Plan keeps it working.

Many clients combine one-off projects with People Partner Plan ongoing support.

Projects and People Partner Plans are frequently run alongside each other rather than as alternatives. Projects deliver concentrated implementation. Plans maintain operational momentum and accountability.

A Plan client who needs a restructure, an investigation, or a policy rebuild scopes it as a project. The Plan does not stretch to cover it. This is how the model protects both delivery quality and the Plan’s intended shape.