Consulting

T

he focus of our consultancy business is very simply to help HR leaders improve the effectiveness of their HR functions and their capability to deliver. This, in turn, enhances their contribution to business success. It is built on the overriding principle that you will only see us, and therefore pay for us, when you need us. We will not attach ourselves limpet-like to your organisation.

The foundations of our consultancy practice are: 

As the Oxen Park Principals, we have all held down large and complex corporate HR leadership roles.

We are credible, independent consultants offering impartial advice and guidance to our clients.

We maintain the currency of our knowledge, skill and experience by creating and directing workshops, research and networking events for some of Europe's largest organisations.

Our primary objective is to enable your HR function to become a more credible, effective and efficient partner to your business and a significant contributor to business decision-making. We'll do this by working with you on specific projects and programmes of your choice, not ours.

Our consulting approach is based on a simple formula of "assess, challenge and prepare".

We help you to critically assess your current programme of HR activity, systems and organisation design, using our proprietary HR Diagnostic™ tool to jointly determine your capability to deliver your businesses priorities and plans. 

This evidence-based assessment will guide our continuing advice to you.

We will, in the spirit of collaboration, challenge your approach, based on our own assessment of the business need and the latest HR thought leadership.

Finally, we can help you to prioritise and prepare plans to implement any required change, using our specific expertise and experience, or that of any of our associates approved by you.

Oxen Park HR Diagnostic™

Best described by our clients:

Typical consulting interventions

Without exception, we consult with HR leaders only to help enhance HR effectiveness. Examples of this include:

• development and alignment of people strategies
•  change readiness and planning for HT transformation initiatives
• definition and improvement of critical people performance metrics
• Shared Services implementation planning
• HR team effectiveness interventions