Q How is my HR function performing right now and what does the business really think of HR?

Q What employee experience are we trying to deliver and what does this mean for the way HR services are delivered / the role HR needs to play?

Q How can we strike the right balance between self-service, shared services and local HR support?

Q What does a high performing People Consultant look like?

Q How can we build line manager capability so line managers are effective ‘people managers’?

Q What should our payroll strategy be and how can we improve governance and controls?

Q How practical is this technology for my business? What are the timeframes and effort for implementation of the technology?

Q Which technology provider is the right cultural fit for my business?

Q Do I need to bring in a Systems Integrator (SI) and if so, which system integrators should I consider for the implementation?

Q Who will drive the whole transformation programme and manage the relationship with the system integrators for my new hr tech implementation?

Q How do I ensure that all testing, handover and the support of my tech implementation is managed efficiently and on time?

Q How do I manage the internal stakeholders to ensure they understand any new HR implementation and are able to learn the new system quickly and efficiently?

Q How do I ensure that once my HR tech implementation project has gone live, there is a seamless transition of key knowledge and skills from the SI to the support team in my business?

Q My in-house support team is already at capacity. How do I ensure that any new hr tech doesn’t impact their existing workload?

Q Who do I look to for post go-live support when issues arise within any new HR tech implementation?

Q How can I ensure that my business can continue to grow our systems skills long after go-live?

Q How do I ensure that all hr tech systems are delivering what we need to via regular ‘health checks’ on their use?