People & HR Advisory
When the organisation grows faster than its management
Diagnosis, coaching for managers and an external HR partner, for companies whose structure, managers or HR have not kept up with how fast they are changing.
Triggers
The situations that lead here
They often show up as delivery or morale problems. Underneath, it is management and structure.
- Strong individual contributors were promoted and left to manage alone
- A new manager or a new structure, and the team has not settled
- Conflict that keeps returning and is handled case by case
- Effectiveness is falling and nobody can say exactly why
- The company has grown, but there is still no HR function
- Hiring, onboarding and performance reviews happen differently every time
Scope
What the work covers
Work that connects what the business needs with the people and management side of the organisation.
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Organisational and point-in-time diagnosis
Mapping the people and management picture, identifying gaps and points of friction, defining where to intervene, and practical recommendations.
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Coaching and developing managers
Supporting managers with employee issues, decision-making, difficult conversations, performance management, conflict, team building and retention.
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Focused team and organisational processes
An intervention around a defined challenge: a change of manager or structure, conflict, falling effectiveness or problems of connection, from diagnosis through to implementation.
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External HR / People partner
For companies without an in-house HR function, or that need focused professional reinforcement: advising management, building HR processes and management routines, hiring and onboarding, feedback and performance reviews, and HR infrastructure suited to the company's stage.
Engagement models
Three ways to start
Diagnosis and intervention project
A defined need, a diagnosis, recommendations, and support while they are put into practice.
Coaching a manager or a team
A focused process around a managerial, team or organisational challenge.
Ongoing People / HR partner
Continuous, flexible support for management and managers, sized to the company's stage.
What this is, and what it is not
What it is
- Practical HR experience applied to a real organisational situation
- A clear diagnosis before recommendations
- Direct work with management, managers and employees
- HR processes sized to the company's stage
What it is not
- Whole-team workshops (that is Team Dynamics)
- A recruitment agency
- A policy manual handed over and left on a shelf
- A clinical or therapeutic service
When the friction turns out to sit in delivery, architecture or decision rights in R&D, that is said plainly, and Growth Strategy or CTO on Demand is the line that fits.
Trusted expert for this work
Noam Eshed Zvida
People & HR Consultant
Fifteen years in HR, working in changing organisational environments and directly with leadership, managers and employees.
Her focus is entering an organisation or a complex situation, understanding the picture, identifying where to intervene, and building a practical response that connects business needs with the human and managerial side.
She combines broad hands-on HR experience with a systemic view, the ability to diagnose, and tools from professional coaching.
Thank you, received.
Amir will reply within a working day.
Common questions
We have no HR function. Is this for us?
Yes. The external HR / People partner model exists for exactly that: a flexible HR umbrella sized to where the company is, from advising management to building the first HR processes.
How is this different from Team Dynamics?
Team Dynamics is a set of workshops with a whole team, on how people act under pressure. This line works on management, structure and the HR function: diagnosis, coaching individual managers, and HR processes.
Do you recruit for us?
No. Hiring and onboarding are supported as processes, but this is not a recruitment agency.
Where does it start?
Usually with a diagnosis: a clear picture of the people and management situation, the points of friction, and recommendations you can act on. Coaching or an ongoing partnership follow if they are needed.
Describe what is happening with your managers and team
Thirty minutes on the situation, and whether a diagnosis, coaching or an ongoing partner fits it.