Org design and workforce planning
What the team should look like at the next stage of growth.
- Structure, spans and layers
- Role definition and levelling
- Headcount planning against a growth plan
- Build, buy or borrow decisions
HR Advisory
The structure behind the hiring.
Org design, HR strategy, compensation structure and market entry. For companies building a people function, or rebuilding one that stopped working.
When companies call us
You are hiring fast and the org chart no longer makes sense.
You are entering the UAE or the GCC and need a people function that is compliant from day one.
Your policies were copied from somewhere else and do not fit how you work.
Pay decisions are made case by case, and it is starting to show.
What we advise on
HR strategy and policy
Documents people actually use.
- Handbook and core policy set
- Contracts and employment frameworks
- Process design for the whole employee lifecycle
- Practical, not legalistic
Compensation structure
Pay that holds up when someone asks why.
- Salary banding and levelling
- Market benchmarking by role and region
- Bonus and incentive design
- Equity structure for early-stage teams
UAE and GCC market entry
Standing up a people function in a new market.
- Entity, visa and onboarding realities
- Local hiring norms and salary expectations
- Compliance and localisation requirements
- First hires and the order to make them in
The 0-to-1 build
Most of our advisory work is zero to one. There is no HR function, or there is one person doing everything, and the company has outgrown it.
We map what exists, design what should, and then build it with you. You end up with the structure, the documents and the data, held and owned fully by your team.
How it runs
- 01
Diagnose.
JDs, Interviews, document review and a look at your actual data.
- 02
Design.
A structure and a plan, scoped to your stage and budget.
- 03
Embed.
We build it with your team and hand over everything.
Let’s scope the problem.
Thirty minutes, no obligation. Bring the hiring problem or the retention problem. You will leave with a view on how to fix it either way.
Engagements are fractional and project-based. No long retainer lock-in.