Human Capital Mentors
Your Trusted HR Advisor

What We Do

What We Do

We help clarify strategy, focus on the highest priority sources of value
and align capabilities, processes and people to deliver
sustainable, profitable growth. 

Strategy Clarification
  • In most businesses there are a few critical value drivers (capabilities and processes) that deserve management's greatest focus and attention.

  • In the absence of strategic clarity most people will default to doing what they think is right, whether or not it is consistent with the company's strategy.

Leadership Alignment
  • Saying it and doing are two different things. Anticipate unintended consequences.

  • Keep it simple, keep it consistent. One and done doesn’t work.

  • Make the future meaningful to employees.

Strategic Workforce Plan
  • A winning strategy is only useful if you have people who can execute it and an organization design that reflects how people truly interact.

  • It’s critical that all of your talent practices are integrated, from recruitment to selection, on-boarding, performance management, development, succession planning and rewards.

Strategic Workforce Plan – Strategy to Actions

Manage your human capital like a strategic asset:

  • Place responsibility for strategic workforce plan preparation, review and follow through with Senior Leaders

  • Regularly measure its strengths and weaknesses

  • Identify critical gaps

  • Take necessary actions to ensure you have the bench talent you need to run the business

  • Take real actions real-time and follow through on each

Organization Design

The key is creating full alignment between an organization’s strategic business objectives and their structure. The result is more streamlined operations, better integration and improved business results. Organizational success depends on having the right structure, processes, technology and people working together in an integrated manner:

Organization Structure

Business Transformation


Staffing Needs

Future Capabilities

Talent Acquisition Strategy


Leadership is not about a title or a designation. It's about impact, influence and inspiration.  Impact involves getting results, influence is about spreading the passion you have for your work, and you have to inspire co-workers and customers:

Succession Planning

Potential Assessment

Performance Assessment

Talent Gap

Team Dynamics

Executive Coaching

Leadership Development



Behind every successful business is a vibrant dynamic culture that engages and energizes employees. In almost every case, that culture has been defined, shaped and personified by the organization:


Organization Engagement

Change Management


Employee Value Proposition


Aligned Incentive Program



It is critical to have the right people in the right roles with right skills at the right time.  Begin by establishing talent expectations for each key role, set the bar high based on business need and not on the current talent pool capability. Provide real-time, candid feedback focused on improvement and stretch:

Leadership Skills

Functional Expertise

Technical Expertise

Performance Management