Stop duct-taping spreadsheets. Start running HR diagnostics properly.

What you actually get

Not feature bullets. The tools, and the moments they’re built for.

• Initial Call Diagnostic A new client says “we have an HR problem”. It’s almost never what the problem actually is. Five domains, twenty questions, run as a conversation. Surfaces the real brief before you’ve committed a single day of work.
• People Strategy Diagnostic People strategy on paper doesn’t match what the business is actually trying to do. Half the board can’t name a priority. Four domains, sixteen questions. A fast, honest read on alignment, ready for the exec conversation.
• Interim Leadership Diagnostic First 72 hours in an interim role. You inherit a mess, a team, half a strategy, and a set of politics nobody warned you about. Six domains to land on your feet before the first board paper’s due.

• HR Function Diagnostic A new client wants the truth about their HR function. Their own team’s version is the aspiration, not reality. Twelve domains, 232 questions, every corner from governance through talent to reward. No hiding places.
• TOM Design Canvas You know what’s broken. Board asks what should replace it. Six domains to design the target operating model, covering structure, roles, spans, service delivery and governance. Decisions captured, not just opinions recorded.
• Gap Analysis Roadmap Current state documented, target state designed, leadership team asks “what’s the plan?”. Twelve domains, phased roadmap, output the team can actually commit to. Stops the diagnostic becoming shelfware.
• People Operations Diagnostic Managers complain HR is a black hole. HRBPs are firefighting transactional work. Shadow spreadsheets run alongside an HRIS nobody trusts. Ten domains across service delivery, manager experience, payroll, vendor management, and the places credibility quietly drains.

• HR Risk Diagnostic External audit’s scheduled. You don’t know what you don’t know. Ten domains with regulatory overlays for FCA, CQC, Ofsted and SRA, tribunal tracking, employment-law exposure. Run it before the audit arrives, not during.
• Employee Relations Diagnostic Case volumes creeping up. Tribunal settlements rising. Managers quietly dreading people conversations. Nine domains covering culture, psychological safety, case load, and tribunal exposure. Probes go deeper than the question count suggests, on purpose.
• Investigations Diagnostic CEO asks “are our investigations any good?”. You don’t actually know. Seven domains covering framework, governance, GDPR, impartiality, evidence handling, close-out. Tribunal-ready language throughout.
• Gender Pay Gap Reporter Statutory reporting due. Payroll sends you CSVs, you wrestle pivots in Excel, the narrative the board won’t red-pen takes a week. GPG Reporter does the maths, catches the edge cases, hands you a board-ready report with sector benchmarks. All processing client-side, so raw employee data never leaves the browser. Bundled in every paid tier.

• TUPE Diagnostic Someone in the deal team says “TUPE applies, right?”. Nobody wants to be the one who gets it wrong. Eight domains covering transfer type, scope, liabilities, consultation, post-transfer risk. Six scenario-matched answers per question so you can assess at pace.
• Change & OD Diagnostic Change programme’s live. Something’s not landing. Exec review is next Thursday. Ten domains, 112 questions, covering readiness, leadership alignment, loss mapping, and the causal logic behind resistance. Tells you where the wheels are actually coming off.
• M&A People Diagnostic Deal’s progressing. HR wasn’t in the room at signing. Integration starts next month. Eight domains with deal-stage context and a stakeholder matrix mapping retention priority against redundancy risk. For the HR lead nobody remembered to put in the deal team.
• HR Systems Transformation Diagnostic The Workday rollout’s gone sideways. Or Oracle. Or you inherited the TUPE of an HR platform from the parent group. Programme readiness and benefits-realisation confidence scored honestly, before another million gets signed off.

• Analysis Engine You’ve run three or four diagnostics on the same client. Each has findings. The real insight sits in the intersections: weak governance alongside weak ER capability is a different story from either on its own. Analysis Engine reads across the lot and writes the joined-up consultant commentary in your voice, better informed. The narrative you use in the room.
• Client Portfolio Team & Enterprise Three or four diagnostics on the same client, and you need one consolidated deliverable. Client Portfolio rolls every domain the client has been assessed on into a single maturity heatmap, aggregates the red flags into one risk register, pulls your notes into a consolidated action plan, and exports the whole thing to PDF or JSON. The document the client’s exec team expects when they ask to see the whole picture.