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HR Advisory Services

Five HR advisory practices — design thinking, technology, process, health check, and change — run by senior partners with SAP-certified depth. Strategy before software.

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5 Advisory practice areas
100+ Years combined experience
SAP Silver Partner certified
Fixed Scope & price packages

Why advisory matters

HR transformation as
a complete function.

Strategy before software — the work that determines whether a SuccessFactors investment pays back, or just goes live.

HR transformation is part of an overall business transformation initiative. With our HR Advisory services, we cover HR as a complete function — strategic, technological, and human — so the platform decisions you make are the right ones, made for the right reasons.

Five disciplines, each capable of standing alone: design thinking, digital HR technology, process transformation, the health check, and change management. Each is a service. All five together is a program.

Most platform investments fail upstream of the platform. Advisory is the work that prevents it.

Senior-led on every engagement. Fixed scope. SAP-certified depth. The advisory layer that surrounds — and protects — every technology decision.

The five advisory practices

Five disciplines.
One advisory function.

Each practice stands alone. Together they form the advisory layer that surrounds and protects every HR technology decision. For each, here is the concept first — then what we actually deliver on an engagement.

01 Design Thinking

Human-centered design applied to HR and ERP transformation — the discipline of empathize, define, ideate, prototype, test, run against your real users before configuration begins.

What we deliver

Empathy sessions with HRBPs, managers, and recruiters; a synthesised problem statement that sharpens "we need SuccessFactors Performance" into something solvable; clickable prototypes stakeholders can react to before a single line of config is written; and a validated design ready for build.

Outcome

SuccessFactors design validated before configuration cost is sunk.

Explore Design Thinking →
02 Digital HR Technology

The right HR tech stack — cloud-first, integrated, AI-ready — selected against your actual needs and adopted in waves your people can absorb.

What we deliver

Vendor evaluation, total-cost modelling, and platform selection grounded in your real requirements; SuccessFactors core configured as your system of record; integration architecture on SAP BTP; and an AI-readiness assessment that prepares your data and governance for SAP Joule and what comes after.

Outcome

A stack that serves strategy, not the other way around.

Explore Digital HR Technology →
03 Process Transformation

Untangle decades of legacy process debt into clean, standardised, automation-ready workflows. Map what is, design what should be, build the bridge between them — without disrupting the business mid-flight.

What we deliver

Current-state mapping that captures the workarounds, not just the documents; future-state design aligned to SuccessFactors best practice; harmonised standards across regions; automation opportunities identified and prioritised; and continuous-improvement governance for after we leave.

Outcome

Process clean enough to earn the SuccessFactors investment underneath it.

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04 HR Health Check & Roadmap

A quantified diagnostic of where your HR function stands today, paired with a prioritised twelve-month roadmap to where it needs to be — across technology, process, data, and people.

What we deliver

Structured workshops and data analysis; a maturity scorecard benchmarked against best-in-class; explicit gap analysis with business impact; a twelve-month roadmap sequenced by impact and dependency; and the quick wins to build momentum from week one.

Outcome

Honest baseline, clear path — and a roadmap leadership can actually fund.

Explore HR Health Check & Roadmap →
05 Change Management

Adoption is where most IT projects fail — 70% of them — and almost always on the people side. Structured change management is what protects the investment.

What we deliver

Stakeholder mapping and influence analysis; a communication strategy that addresses the honest "what's in it for me"; role-based training delivered when and how it sticks; live adoption analytics so you intervene before usage drops; and a sustainment plan that carries adoption well past go-live.

Outcome

Technology that gets used — not just bought.

Explore Change Management →
How an engagement unfolds

From discovery to
delivered transformation.

Every advisory engagement follows a structured four-stage journey. Senior partners lead from kickoff to go-live. Fixed scope, fixed price, fixed timeline — no surprises.

01
60 minutes · Complimentary

Discovery Call

A senior partner spends an hour understanding your HR landscape, current pain points, and transformation goals. You leave with a concrete first-step recommendation.

Deliverable Engagement proposal
02
Week 1–2

Assessment Workshop

Deep-dive workshops with your HR, IT, and business leadership. We map current-state processes, technology, and capabilities against best-in-class benchmarks.

Deliverable Current-state assessment
03
Week 3–4

Roadmap Delivery

Quantified Health Check scorecard, prioritized transformation initiatives, and a 12-month delivery roadmap with milestone gates, dependencies, and resource estimates.

Deliverable HR Roadmap + scorecard
04
Week 5+ · Ongoing

Implementation Support

Hands-on senior partnership through delivery. We don't just design — we sit alongside your team as you build, test, train, and adopt. Sharp support through go-live and beyond.

Deliverable Successful transformation
8–12 weeks · advisory engagement
1 senior partner · accountable
0 surprise change-orders

⚙Featured engagement

The full advisory function.
As a program.

For mid-market enterprises ready to take on HR transformation as one coordinated initiative — not five separate procurements with five separate teams. One scope. One senior lead. One accountable team, end-to-end.

01 What it includes

  • Design thinking discovery & validated design
  • Digital HR technology selection & architecture
  • Process transformation across regions
  • HR health check & 12-month roadmap
  • Change management through go-live and beyond

02 How we deliver

  • One senior partner accountable end-to-end
  • Fixed scope, fixed price, no surprises
  • Typical engagement: 6–9 months
  • SAP-certified depth on every layer
  • Weekly executive read-outs and risk surfacing

03 What you walk away with

  • Validated SuccessFactors design ready for build
  • Funded, sequenced transformation roadmap
  • Cross-functional alignment at executive level
  • Adoption playbook for sustained usage
  • An HR function built to scale, not maintain

Best suited to organisations of 500–5,000 employees planning a multi-module SuccessFactors rollout or a full HR re-platform.

Discuss an integrated engagement→

The reason it matters

Most HR transformations succeed or fail in the work that happens before configuration begins. That is advisory — the strategy, the discipline, and the change work that decide whether the platform is a tool or a tombstone.

Let us look beyond technology

Ready to renew your
HR function?

Start with a complimentary discovery call. A senior partner will spend 60 minutes understanding your HR landscape and give you a concrete first-step recommendation — no pitch, no obligation.

Book a discovery call → Get a free HR Health Assessment
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Athena
Online · Trained on Renew HR
Live demo
How long does a SuccessFactors implementation take?
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With our SHARP SAP SuccessFactors Lighthouse package — Employee Central + Onboarding — you're in production in 12 weeks, fixed-scope. Full HCM suite (SHARP SAP SuccessFactors Plus) lands in 4-6 months. Both are signed off against SAP's own qualification criteria — 1 of 8 partners nationally with that accreditation.
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