Simpler structures. Decision rights that hold. Skills aligned to the plan.
Organization design, workforce planning and HR systems, shaped with the managers responsible for putting the change into practice
Reorganizations most often fail on execution, with unclear decision rights, multiple management layers, critical capability gaps and under-supported managers. Technology and AI are changing the mix of work, skills and managerial responsibilities faster than most organizations can update their workforce plans. We help HR and business leaders redesign roles, team structures and workforce models, then carry that work through to job architecture, HR systems and the day-to-day routines that make change stick.
Where we work
Operating Model & Organization Design
Decision rights, spans and layers designed around the nature and criticality of business decisions
Workforce Planning & Skills
Automation exposure modelled task by task rather than assumed role by role, strategic skill requirements mapped against current capabilities, and a build-and-buy partner plan to close the gaps.
HR Function & HRIS
HR service delivery, shared services and core platforms redesigned, with automation and AI absorbing the repetitive service load so that HR teams can focus on higher value priorities.
Leadership, Culture & Manager Routines
The leadership behaviors and management routines that sustain transformation in the long term, with AI-embedded decisions and performance tracking
Ways of Working & Delivery Models
Ways of working redesigned for an AI era, bringing together business experts, engineers and data scientists to accelerate execution and shorten the path from insight to value
AI Academies & Capability Building
Internal academies, AI literacy anchored in the tools used every day, and certification paths that build lasting capability across the organization
Finance, HR and IT functions combined across two country units, with a costed target organization and a transition plan agreed with local leadership.
Why Talan?
Designing to the decision
We start with the decisions that are slow or badly made today, then build the structure needed to improve them
Line managers owning change
Managers lead the communication and new routines from the start, with our support throughout the transition
Combining HR strategy and HR systems
Organization design and HRIS configuration sit with one team, so the job architecture agreed on paper lands in practice
Building AI literacy into the job
Upskilling is built into people’s own workflow and tools, becoming part of how they work
Staying through the first review cycle
A new organization is tested through its first performance and budget cycle, with support still in place to adjust and reinforce adoption