All our consulting services share the joint objective to foster an integrated Human Capital management in order to secure, optimize and retain the talent pool as a key factor to ensure the sustainable, entrepreneurial success.
We offer strategic Human Capital consulting expertise in mission critical topics, such as growth strategies, post-acquisition integration measures, retention- and career development measures, performance based compensation models, developing active sourcing capabilities, business intelligence, etc.
Identifying and grooming of future talent over time belong to the most important and mission critical governance tasks of Senior Management. As trusted advisors and solution partners, we assist decision makers in planning and executing sustainable Succession Planning strategies.
Systematic Succession Planning is a formal and proactive process that allows to create concrete options for the selection of next generation leaders and key people well in advance. The focus is on key positions with a time horizon of 1 – 3 years ahead of the planned replacement. Succession Planning may be initiated for single positions or – as an implementation of a Human Capital strategy – across entire function levels. There are compelling arguments to support a structured Succession Planning process:
As strategic advisors, we have the experience and the instruments to conduct a successful, tailor made Succession Planning process. As external partners, we guarantee a confidential, formal, structured and unbiased approach.
Immediate, reactive replacement requirements for key positions may arise, where there are unexpected changes that lead to an urgent, short-term need for an external candidate. To minimize disruption and ensure business continuity, a well-qualified, available candidate needs to be identified and selected in the shortest possible time span. In such urgent instances, we are supporting our clients with a completely confidential, efficient, reliable and transparent search- and selection process.
In a saturated market, industry specific hiring opportunities are pursued with the objectives of business development and new client acquisition (e.g. in Private Banking). Candidates are expected to develop their client base out of their existing network. Usually, such candidates are in strong competitive demand: reputation, platform and performance based compensation are some of the mission critical factors to win the best talent. We have a strong expertise and extensive Business Intelligence in the field of growth-motivated hiring patterns in Private Banking and we advise our clients regarding optimisation of their competitive positioning.