How we work
together
Organisations face very different challenges depending on their stage of
development. Our approach is therefore not based on fixed models, but on clear
mandates, realistic needs and shared responsibility.
We support leadership teams with the level of involvement that is required
– from focused consulting to full interim HR leadership.
HR foundations, governance and compliance
Labour law and regulatory questions
Structuring HR for future growth
Sparring on people-related leadership decisions
Targeted consulting
and executive sparring
(typical for Build phase)
In early-stage or build-up phases, organisations
often require experienced guidance without the
need for a full interim mandate.
We provide focused HR consulting and executive
sparring, helping leadership teams make sound
decisions and avoid costly mistakes early on.
Typical focus areas:
Scaling HR operations and processes
Supporting leaders in matrix and international environments
Temporary operational relief during high-growth phases
Bridging gaps between strategy and execution
Hybrid support
during growth
(typical for Scale phases)
As organisations grow, internal HR capacity and
structures are often stretched.
In these situations, we combine strategic
consulting with hands-on operational support,
working closely with leadership teams and
existing HR functions.
Typical focus areas:
Restructuring and reorganisation programmes
Site closures and business liquidations
Social plans, negotiations and stakeholder management
HR leadership in crisis and transition phases
Interim HR leadership
with full accountability
(typical for Transition / liquidation phases)
In restructuring, reorganisation or business
liquidation situations, clarity and accountability
are essential.
We take on interim HR leadership roles, including
Interim HR Director mandates in liquidation and
wind-down scenarios, with clearly defined
responsibilities and governance. Our role is to
ensure legal certainty, structured execution and
transparent communication – while maintaining a
responsible and human-centred approach in
highly sensitive situations.
Typical focus areas:
Our engagement models
1.
Clearly defined roles, mandates and decision authority
2.
Close alignment with CEOs and leadership teams
3.
Pragmatic solutions combined with reliable execution
4.
Confidentiality, integrity and professional judgement
5.
Respectful and human-centered implementation
Working principles
Across all engagement models, our collaboration is based on:
