STRATEGIC HUMAN CAPITAL MANAGEMENT

We cultivate diverse and inclusive professional networks because we believe diversity strengthens ethics and enriches company and market culture.

Our searches are tailored to the unique characteristics of each business, strategically aligning needs, corporate objectives, market context, and organizational culture.

Our methodology combines competency analysis, cultural fit, and market intelligence. We leverage technological innovations – including the ethical use of artificial intelligence – alongside proven business practices to deliver unbiased recommendations and support strategic decision-making.

_ continuous mapping

The proactive strategy enhances knowledge about innovations and approaches in human capital management, not only in competitors but also in companies with best practices.

We recommend this solution in various scenarios, including:

_ Succession pipeline construction
Ensuring the company has talents ready to take on key positions in the future

_ Executive search
Identifying and attracting market leaders who can drive the organization forward

_ Organizational expansion and redesign
Supporting growth and restructuring with insights into effective people management practices

_ Market (re)positioning
Adjusting human capital strategies to align with market and candidate expectations

Our approach offers:

_ Access to distinguished professionals
We identify multidisciplinary profiles that demonstrate the best balance between technical and behavioral competencies

_ Up-to-date data
We provide data on compensation, attractiveness, and mobility models that positively impact talent attraction and retention

_ Consistency in decisions
We share strategic analysis that helps support decisions on human capital

_ strategic market benchmarking

We offer studies, analyses, and personalized mappings for an in-depth understanding of the market, people, key trends, and human capital management models. The analysis, compared with the latest practices across different sectors, helps identify opportunities for improvement. We recommend strategic benchmarking at various stages:

_ Strategic Planning
_ Organizational Expansion and Redesign
_ Compensation Alignment and Succession Planning

Results

_ Identification of best practices
Update of practices based on comparative analyses to improve efficiency and effectiveness of organizational operations

_ Competitive intelligence
We share data and insights that support strategic decision-making

_ Identification of potential successors
Identification and recommendation of executives with suitable profiles for key and/or critical positions, with competencies and knowledge relevant to the future of organizations

_ competency modeling

Attention to the management and development of organizational competencies promotes continuous improvement and strengthens strategic alignment, employee engagement, and adaptability. Competencies integrate the knowledge, skills, and attitudes necessary for organizational success, while ensuring employees are aligned with the company’s strategic objectives.

We develop customized portfolios of organizational competencies, identifying unique and difficult-to-replicate capabilities, allowing the establishment of tangible competitive advantages, strengthening the cultural DNA, and enhancing strategic execution.

Our methodology maps critical capabilities in direct alignment with strategic objectives. The process is conducted in partnership with the leaders, ensuring alignment with the specific needs of the business and the organization’s strategic direction.

_ performance evaluation model

Performance evaluation programs are essential for measuring and improving employee performance, development, and motivation. Our solutions promote professional growth by providing well-founded analysis and recommendations, identifying development areas, and recognizing achievements.

_ clear definition of expectations
_ continuous feedback
_ identification of development opportunities
_ recognition
_ retention of key profiles

We support organizations in designing performance evaluation models, including self-assessment, 360º feedback, objective-based evaluation (OKRs), and competency-based evaluation.

With these options, we enable organizations to choose the method that best suits their needs and organizational culture, ensuring effective and comprehensive analysis of employee performance.

_ roles and responsibilities

This practice supports people management and the achievement of strategic objectives by clarifying expectations for each role. By anticipating future strategic needs, we help our clients identify and determine the necessary competencies for each position.

Defining roles and responsibilities helps organizations to:

_ make communication more effective
_ avoid task overlaps
_ ensure employees are aligned with the mission and goals

The synergy between roles, responsibilities, and competencies allows organizations to:

_ align skills with the organization’s strategies
_ identify training needs
_ support future growth and innovation
_ increase organizational agility in the face of change

_ KPIs and OKRs

Contexts of restructurings, mergers, acquisitions, and expansions inevitably require reviews of roles, responsibilities, and objectives, ensuring that organizations stay on track for success.

We contribute knowledge and experience to help design KPI (Key Performance Indicators) and OKR (Objectives and Key Results) solutions that promote strategic alignment across the organization.

Our KPI and OKR solutions include:

_ Development of KPIs and OKRs
We create indicators and objectives that reflect the company’s mission and vision, ensuring all employees are focused on the same key results

_ Alignment of KPIs, Roles and Responsibilities
We help build KPIs specific to each role, aligned with their responsibilities and in harmony with the organization’s strategic objectives

_ Development and Training
We offer training to help the team understand the importance of KPIs and OKRs and how to apply them effectively in day-to-day operations, fostering a data-driven performance culture

_ Alignment Workshops
We conduct workshops with top leadership and executive teams to support alignment and the development of KPIs and OKRs in synergy with the organization’s strategic objectives, promoting collaboration and cohesion

_ employee journey

The rapid digital transformations have made the employee experience (Employee Experience – EX) even more important in the dynamics of companies. We facilitate the employee journey, placing the human experience at the center of all interactions and processes.

Our approach is based on design thinking – the methodology developed by brothers Tim and Dave Kelley – centered on user experience, to map and implement a personalized employee journey.

How We Can Help

_ Employee Experience Diagnosis
We conduct a comprehensive analysis to understand the current journey and identify opportunities for improvement

_ EX Structure Development
We create a framework that covers the entire employee journey, structuring processes centered on the employee lifecycle

_ Strategic EX with Analytics
We use analytical data to predict behaviors and adjust strategies, ensuring that employee experiences align with organizational goals

_ Workshops and Change Management
We facilitate workshops for persona and journey building, in addition to providing ongoing support for change management, ensuring that everyone involved is aligned with the new vision

_ succession plans

Benefits of Well-Structured Succession Plans

_ Business Continuity
Ensure that the organization is not weakened by the departure of key leaders, preparing qualified successors ready to take on those positions

_ Guarantee Organizational Sustainability
Ensure that the organization is not weakened by the departure of employees in critical roles, preparing qualified successors ready to take on those positions

_ Continuous Organizational Development
Provide successors with career or development planning that allows for adequate preparation to take on positions within the organization

_ Identification of Dependencies and Efficiency
By identifying interactions, it’s possible to anticipate and mitigate risks, as well as improve processes

How We Can Help

_ Succession Plan Development
We create policies and succession and career transition plans that meet the needs for growth and talent management

_ Identification of Improvement Opportunities
We improve the process of identifying potential successors, making it more measurable and structured

_ Alignment of Evaluation Criteria
We gather and align evaluation criteria for successors

_ Identification of Critical Positions
We analyze the strategy and organizational structure to define succession criteria and map critical roles using our assessment methodology

_ strategic compensation

The ability to attract, retain, and engage talent is a critical differentiator, especially in highly competitive environments. An effective strategy is crucial not only to align employees’ interests with the company’s goals but also to foster a high-performance culture.

With a well-designed compensation structure, organizations can:

_ Increase Talent Retention
Offering competitive compensation packages helps retain talent, reducing turnover and the costs associated with hiring and training new employees

_ Drive Performance
Well-structured incentive plans motivate employees to achieve and exceed their goals, directly contributing to the organization’s growth

_ Foster Development
By aligning compensation with skills and development, companies encourage continuous growth and the acquisition of new skills by employees

_ Enhance Organizational Alignment
Strategic compensation facilitates the alignment of individual objectives with organizational goals, ensuring everyone is working in the same direction

_ Motivate and Engage
Both financial and non-financial incentives increase employee motivation and engagement, improving the work environment and productivity

_ Ensure Market Competitiveness
A well-defined compensation strategy positions the organization as an employer of choice, attracting more qualified profiles

How We Can Help

We support the creation of customized strategic compensation solutions, which include:

_ Executive Compensation Modeling
We design compensation packages and programs in change and expansion scenarios, including family succession and professionalization, aligning shareholder interests and expectations with long-term company goals

_ Short and Long-Term Incentive Plans
We structure incentive plans that reward exceptional performance, motivating employees to achieve superior results and enhancing attraction and retention strategies

LEADERSHIP DEVELOPMENT

_ assessment

We use a proprietary methodology, based on the analysis of competencies and adaptability of the evaluated profiles, identifying not only their respective readiness levels but also their capacity to adapt to the current and future needs of the organization.

We contribute in various contexts:

_ Profile Analysis
A map identifying and analyzing strong competencies, areas for development, and respective development recommendations, both individual and by area

_ Construction of Individual Development Plans (IDP)
Support in building personalized development plans and actions

_ Succession Map
Identification of the succession map and critical roles for the organization

_ Competency Map
We map the essential competencies for different roles and the business, as well as identify gaps in organizational competencies necessary for both the current context and future business needs

_ Cultural Profile
Analysis of the cultural fit and level of alignment of executives

_ Training and Development Investments
Targeted guidance for decision-making in investments and planning for individual and group training

_ mentoring and coaching

We offer personalized coaching and mentoring solutions, designed to meet the specific needs of executives and organizations. We understand that both coaching and mentoring positively influence personal and professional development. Our approach is focused on maximizing the benefits of both methods.

_ Coaching
It is a structured process that helps professionals achieve specific goals in a short period. We act as facilitators, using systematic questions to promote reflection and self-discovery. This way, the executive is encouraged to find solutions on their own, seek tangible results, and improve their performance in specific areas of personal or professional life

_ Mentoring
Experienced mentors provide guidance, advice, and share their experiences to foster growth and development of the mentees. It is ideal for those seeking to navigate their careers or face personal challenges in the short, medium, and long term

Benefits of our programs

_ Leadership Development
Our programs are designed to develop leadership skills, preparing individuals for roles of greater responsibility

_ Succession
We support companies in preparing their talent to take on critical roles

_ Self-Awareness and Decision Making
We promote the expansion of self-awareness, enhancing critical and creative thinking, and boosting independence in decision-making

_ Personal and Professional Growth
We provide sustained growth through individual and strategic results that add value in both personal and corporate contexts

Our methodology allows for the creation of personalized programs, combining coaching and mentoring as needed. We analyze the specific needs of each executive or company to determine the most effective approach.

_ development workshops

We support organizations in creating teams that work in harmony and are well-prepared to face the challenges of the current business environment. We carry out practical activities, group discussions, and dynamic exercises. With this, we aim to enhance specific knowledge and skills, such as: leadership, conflict resolution, and communication. This practical and interactive approach encourages participants to reflect on their experiences and apply new strategies in their daily interactions.

We recommend our development workshops in various scenarios, including:

_ Integration of New Teams
When new teams are formed or restructured, our workshops help accelerate integration and create a sense of unity

_ Organizational Transformation
Mergers & acquisitions, turnaround, redesign of organizational structure: in times of change, workshops facilitate adaptation, conflict management, and strategic and cultural alignment

_ Continuous Development
For organizations looking to continuously invest in the development of their teams, our workshops offer a methodology for ongoing learning and growth