Human Capital Advisory and Consultation

MANAGING YOUR TALENT AS AN ASSET

We are often asked what’s the difference between Human Capital and Human Resources? While the two terms are used inter-changeably, Human Capital looks at the overarching strategies to lead and manage your workforce as an asset driven off the needs of the business, the culture and fuller environment in which the work is being performed. HR is typically a little narrower, focused on the delivery of processes and the administrative aspects of supporting employees across the employee life cycle. We also tend to use these terms interchangeably, and we prefer to think of this work as how we can enable the best performance of your People and Culture to enable performance. 

With expert knowledge and experience, the Heymann Consulting Group is well positioned to provide pragmatic advisory and support in the areas of:

  • Human Capital Strategy (defining the People strategies that will best enable the business to achieve its goals and needs)

  • Engagement strategies, including Culture, Equity, Diversity and Inclusion, retention 

  • Health and wellbeing (which includes executive and staff compensation, benefits and wellness)

  • Organizational design and change (including workforce planning and organizational structure, and support for evolving business models such as mergers, acquisitions, and other business structure or leadership changes) 

  • HR Function (processes and systems, capabilities, analytics)

  • Talent Management (Talent Acquisition strategies, Employee Onboarding & Orientation processes, Performance Management and Succession planning/identifying emerging leaders and talent)

  • Change architecture and leadership

  • Workplace Investigations and Mediation

Some examples of our work and projects include:

  • Guiding leadership and HR teams to redefine their strategic focus areas, priorities and initiatives ultimately transforming their business model and providing a roadmap to a new talent and capabilities agenda

  • Transforming company culture through defining their values and embedding these into all employee related processes, acceptable behaviors and the way they conduct themselves internally and externally

  • Leading strategy and planning development for complex retention challenges

  • Developed compensation frameworks, structures and analysis for executive and staff 

  • Providing advisory and guidance, roadmap and project management support for organizational changes including changes in leadership and structures such as retirements, exits, divestitures and mergers 

  • Development of Equity, Diversity and Inclusion frameworks and strategy development to foster a more inclusive and fair workplace, and understanding for the current practises and the lived experience 

  • Redeveloping the Performance Management process to drive towards facilitating a culture of dialogue (and making it less about the system and more about the conversation) 

  • Support for HRIS implementations including defining the user needs, selection process and implementation)

  • Management of sensitive and complex employee matters 

  • Policy development including employee policy manual development and education on changes in employment legislation

Executive and Leader Coaching

UNLOCKING POTENTIAL

Our Executive coaching focuses on empowering leaders, managers, and individual contributors. Through assessments and one- on- one discussions, we ask questions that help to unlock what sits behind our behaviours, thinking and mental models. Our coaching philosophy is founded in our belief that we can (for the most part) change and evolve our styles if there is a commitment and desire to change and when these is a level of self-awareness, intention and consciousness to our behaviours and their impacts. We believe in and use a strengths- based approach and work to enhance or extend a clients strengths rather than fill gaps. Our coaching provides practical approaches, solutions and tools.

Some examples of our work and projects include:

  • Coaching executives to develop presence and self-awareness that challenges their existing mindsets and attitudes in order to improve organizational relationships, have impact and inspire others

  • Working with leaders to unpack what gets in their own way, how to remove walls and barriers so that they can engage in a more effective and productive manner 

  • Coaching managers to increase capabilities and confidence to empower others, with the ability to know when to be hands-on and when to let go

  • Coaching emerging leaders to develop personal insights and increase the level of consciousness towards behaviours and actions

  • Career coaching to help understand one’s levers and drivers and enable change to get past these,  and “unstick what is stuck within us” 

  • Coaching teams for increased effective and productive performance 

  • Coaching leaders and teams through organizational changes

  • Coaching leaders through transitions (such as planning for retirement or next generational leadership)

Financial Advisory

SOUND FINANCIAL CONTROLS AND DATA LEAD TO BETTER DECISION MAKING AND BUSINESS PLANNING

One of the challenges of running a successful, growing or changing business, is having good visibility and understanding of your finances.

Our Financial Advisory services, focused on small to medium sized organizations, includes providing fractional (part-time) support, interim and/or financial advisory. Our expert professionals, all prior CFOs, provide leadership and help drive the business forward through accurate financial reporting enabling sound business decisions. We can provide day-to day financial oversight, management and financial reporting, assist in building robust and reliable financial processes, and ensure financial controls are in place. Our professionals will work to become your trusted partner, providing support and guidance to the CEO, board, management, and the Finance team. 

Some examples of our work and projects include:

  • Evaluation of financial risk, financial forecasts, financing scenarios and modelling, capital management planning 

  • Financial systems and controls

  • Financial KPI reporting 

  • Oversight for all corporate accounting activities including full general ledger, monthly reporting and year-end close

  • Monthly financial results reporting with comparison to budgets and prior periods

  • Financial analysis to enable business planning and decision-making

  • Revenue and contribution stream analysis, cash flow forecasting and cash management analysis, scenario planning and modelling

  • Financial due diligence

Board Effectiveness

ELEVATE PERFORMANCE FOR BETTER OUTCOMES

An organisation’s Board plays a critical role in the success of that business. The responsibility of the Board Chair and Directors is significant, and, at Heymann Consulting Group, we understand what’s at stake. As the pace of corporate change accelerates, boards must be able to identify and meet challenges while seeking out opportunities to ensure the success and growth of their business. Today’s high-performing board must operate with many stakeholders (and sometimes in conflict) in mind and an appreciation of their individual and collective responsibilities to these groups. 

We partner with Boards and Directors to build their capability in the areas of board effectiveness and performance. 

What we do:

  • Board evaluations and Board effectiveness reviews

  • Board composition and skills matrix framework development 

  • Board succession planning 

  • Board compensation advisory (through our strategic alliance partners) 

  • Board Governance advisory

Some examples of our work and projects include:

  • One on one interviews and online questionnaires to gather information from Directors on how they currently experience their board roles to assess effectiveness of the board, advise and support interview review 

  • Comparison of Board and Management perceptions of Board performance

  • Sub-committees of the board performance assessments

  • Chair and Board member coaching

  • Board and CEO dynamics assessment and coaching 

  • Board culture vs. Company culture 

  • Facilitation of Board’s Strategic planning 

Business Strategic Planning Facilitation

PLANNING ENABLES DECISION MAKING

One of the challenges we see in organizations is the “Multiple Destination” or the “Free For All, Do you Own Thing” trap. Team members have different ideas of what success looks like and/or functions and individuals are all working (and working hard) on different projects, in an unplanned, non-aligned and  non-planned manner. Or worse, individuals, leaders or teams cannot decide where to focus and what to do, so goals and plans change from day to day, week to week, month to month. This results in spin, rework, lack of confidence in leadership and is often a source of under-performance at any time. We are not suggesting companies should be so rigid that they are no longer agile, flexible and able to adjust quickly to new information, needs and opportunities. We are suggesting that planning, and sharing a vision for the future and plan enables engagement, focused effort, and success. The best strategic plans genuinely inform and guide the business towards the future with a strong sense of purpose.

The Heymann Consulting Group’s team can partner with you to lead and facilitate your strategic planning process, and together, we can help you to:

  • Articulate your company’s purpose statement (vision/mission) and core values

  • Develop your market landscape and competitive positioning

  • Determine your value proposition 

  • Determine and develop your strategic priorities, strategies, and work plans 

  • Develop dashboards and metrics to measure progress 

  • Determine risks and barriers and what may stand in your way of the plan being reality

  • Determine the resources and capabilities (skills) we require 

  • Determine funding of the plan

  • Establish governance and tracking of performance of the plan 

Some examples of our work and projects include:

  • Development of strategies at the company and functional level with roadmaps, metrics and governance to monitor the plan performance 

  • Developed communication cascades and change management tools to support leaders in sharing changes in direction and focus and/or cascade into team and individual goal setting

  • Developed the alignment of company goals and plans into performance management and bonus targets