SWP requires a disciplined, data-driven approach – but, that doesn’t mean being rigid. The future of work is unpredictable and adaptability is key – organisations that build on the right foundations are more likely to succeed. We help clients who feel unprepared debunk myths and ascertain what they must do, or set up before they embark on the journey of Strategic Workforce Planning.

Many organisations shy away from SWP due to poor data quality and limited workforce insight. By leveraging our analytics team and digital tools, we help you quickly cleanse people data and build a clear, accurate view of current activities and capabilities. Combined with financial data, this provides a true picture of workforce size, cost, and skills.

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A clear, future-focused competency framework is essential for building the workforce your organisation needs. We work with you to define the skills, behaviours, and capabilities required for success, both now and in the future. To do this, we use industry benchmarks, strategic insights, and workforce data. This process helps us create a practical, tailored framework that supports talent development, succession planning, and future workforce design.​

AI and automation are transforming the workplace, reshaping roles, skills, and workforce demand. With that in mind, we help you assess the impact of these technologies on your organisation, identifying which tasks can be automated and what new capabilities will be needed. By combining your workforce data with market trends and skill postings, we provide insight-driven strategies to future-proof your talent, driving efficiency gains and cost savings.

We work with you to design a tailored SWP model that reflects your strategy, nuances, cost envelope, and risk appetite. By combining workforce data, activity and capability analyses, and our industry insights, we ensure that your workforce is not only aligned with current requirements but also prepared for future challenges. Our approach combines qualitative and quantitative methods to help you identify skill gaps, optimise resource allocation, and plan for workforce changes while ensuring key employee metrics like morale and EVP are factored in​.

Many clients we work with find themselves with holes in their job architecture – often organisations have evolved under different leadership structures and in different models and the result is inaccurate job descriptions, incomplete job families and a fragmented picture of skills. We work with you to simplify and shape job architecture, creating a clear bridge between accountabilities and skills, capabilities and talent needs, to inform a solid understanding of baseline skills needs throughout the planning timeframe​.