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I need to define my people strategy

People strategy is the business articulation of how your wider business strategy will be achieved from a people perspective. It’s important to regularly review your strategic people and HR goals, particularly during periods of change. By doing so you can ensure your business goals translate into people outcomes and you can build an operational plan to make it happen. Our team of experts is here to help you define your strategy and lay out your plan for success.

How do we do that?

Whether you are a new HR Director undertaking organisational change or keen to review your existing people strategy, we have a team of HR strategy experts to support you. We develop people strategies and experiences that integrate your workforce, maximise your technology and fuel your culture and organisation. Our goal is to help you realise the full potential of your people and your investment, as well as creating alignment to your business priorities. 

How we can help:

  • Survey and feedback to determine business requirements
  • Strategy facilitation and challenge
  • People plan definition
  • Transformation and digital roadmap 
  • HR Director / CHRO / CPO coaching
  • External case studies and benchmarking
  • Capability assessments
  • Defining your case for change.

What to expect:

The first step in any great people strategy is getting under the skin of what the business as a whole is trying to achieve and how that relates to its employees. Read our thoughts on the difference between people vs HR strategy in one of our blogs here

As an HR Director, you may be asking yourself:

  • What are the four or five critical things I have to focus on to support the business with achieving its goals?
  • How can I set out our strategic HR intent to my business stakeholders in an engaging way?
  • How will I measure success?
  • How does my HR function need to change to ensure we can deliver our critical people outcomes?
  • We want to become a more digitally enabled HR function delivering great experiences for our people – what does that look like and how do I get there?

Our experienced team will work seamlessly alongside yours to map out the people outcomes and the milestones for your People plan. We have worked with senior HR leaders from multiple industries so can bring external challenge and different perspectives to shape a robust strategy and plan with clear accountabilities and success factors.

The LACE approach:

1. We understand you

Our team has a powerful mix of operational and consulting experience, enabling us to really understand the challenges you may be facing and provide personalised solutions. 

2. We inspire and challenge you

We have worked with senior HR leaders from multiple industries so can bring external challenge and different perspectives to shape a robust strategy and plan with clear accountabilities and success factors. We pride ourselves on being brave enough to tell you the truth. We aren’t afraid to suggest something totally out of the box and we will give you our honest expert opinions. Experience has told us this is the fastest route to excellence, even if it can sometimes mean revisiting the drawing board. 

3. We pave the way for you

We will turn your strategy into a practical operational plan so that every member of the HR leadership team is clear on the direction of travel and their role in delivering the target outcomes. 

4. We co-create with you

We don’t have a cookie cutter mindset; we work in partnership with you to create and deliver bespoke solutions aligned directly to your business requirements and people priorities. We use our extensive experience to accelerate you through this at pace.

5. We get it done

The proof is in the pudding. We show our value through the results we bring and your positive experience along the way. Our aim is to make you as an HR leader successful in your role by delivering on the people priorities for your business.

Case study: People strategy, HR operating model design and implementation and line manager capability development

LACE were engaged by a global leisure company – with over 25,000 employees across 25 countries – to develop their People strategy, design and implement their HR operating model and further their line manager capability.

Click through to learn more. 

Since LACE Partners began working with this client over four years ago, we have operated as a retained advisor providing point of need consulting support and strategic guidance.

This has included supporting all aspects of HR transformation; from development of the People/HR strategy, to HR operating model design and implementation and line manager capability development.

The nature of the business means that there is a devolved business structure with attractions in each country supported by on site/local HR teams. This creates a complex business with a wide variety of workforce personas and requirements – e.g. heavily operational in the attractions.

On this project LACE has worked closely alongside the new People Director to shape their people strategy and roadmap.

This included SME guidance and advisory across the detailed design and implementation of the client’s first HR Shared Service hub in the US (development of the overall plan, QA of process design, service catalogue, channel strategy, transition approach etc.). 

All implementation activities were heavily client led not only to build internal capability and also to be sensitive to cost. LACE therefore leveraged existing capability and skill materials to prepare a draft framework for the client. This was followed by running virtual, international focus groups with global line managers to test the draft framework.

To date for this client we have:

  • Co-designed an integrated HR plan for 2021 representing business and HR priorities for the year.
  • Developed an HR transformation (HR TOM focussed) business case for the UK and US across divisions.
  • Defined the overall HR operating model approach and business case, shaping the design and advising on implementation – in particular, in relation to the design and implementation of a new HR operations hub for the US.
  • Defined a framework for line manager capabilities to be launched in 2021 (including people management).

Where are you in your journey? Perhaps we can help?

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