Defining overall workforce strategy including contingent workforce aligned with business needs and market
Defining organization strategy and principles
Setting HR prioririties and developing roadmap accordingly
Running diagnostics for organization health check
Designing and deploying HR and overall business operating model leveraging entangled.work framework
Updating existing operating model and introducing new roles based on business changes and/or market trends
Establishing Program Office structure and governance
Developing program and change management frameworks
Improving/supporting existing HR program management mechanisms

Designing organization structures or managing restructuring
Managing integration of HR functions in mergers and acquisitions
Designing frameworks for organizational health check, organization network analysis and team effectiveness
Assessing current culture and designing target culture including in remote working environment and other future of work trends
Designing and deploying culture programs
Establishing mechanisms to continuously monitor progress and development areas
Designing desired people experience and developing programs to enhance people experience, wellbeing, engagement
Designing mechanisms and/or tools to monitor wellbeing and engagement
Defining right-fit work model considering business and workforce needs

Designing skills-based workforce planning framework
Developing contingent workforce strategy
Establishing governing bodies to be future-ready at any given time
Designing performance management systems
Designing talent mangement programs including internal mobility, assessments
Designing talent strategy and relevant frameworks to enable career growth (including succession planning, running talent reviews, promotions, career planning)
Defining location strategy based on business expansion plans and skills requirements
Deciding on a new location best-fit to business model and skills needs
Setting up competence centres and transitioning work systematically

Creating new Analytics team and defining roles and responsibilities
Designing processes for self-service and custom insights
Identifying critical metrics and clarifying how to measure (data source, frequency, etc.)
Designing dashboards
Connecting the dots
Building up Predictive Analytics capability
Moving towards workforce and talent intelligence using right-fit technology solutions

Developing work tech strategy in line with business needs
Establishing teams and governance structures for an integrated landscape
Developing mechanisms and/or tools to improve user adoption and experience
Supporting vendor selection throughout RFP process (e.g. Workday, SuccessFactors, or any other similar solution)
Designing/redesigning processes and roles
Deploying the solution
Staying ahead of the emerging technologies such as AI, blockchain, Web3.0
Developing strategies to integrate in existing landscape through impactful use cases