What I do

No jargon. No models. No twelve-step frameworks. Just the work that actually makes a difference when things are messy or moving fast, and you need to move from talking about it to doing something about it.

People Strategy

Cut the plan back to what actually matters.

Clear, usable strategy that leaders can actually run with.

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People Strategy

Clarity and steady thinking.

Most strategies look fine in a slide deck and fall over the minute they hit real people and pressure. I help you build something usable that connects ambition, operating model and the way work actually gets done.

  • Clear priorities and choices that make sense on the ground.
  • Support with organisation design, capability and workforce planning.
  • Culture work that connects the aspiration to the day-to-day reality.

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People Operations

Fix the basics first time.

Most people issues are not big issues; they are basics that do not work properly.

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People Operations

Make work easier.

I help you sort the practical stuff: onboarding, processes, systems and the everyday friction points that slow people down.

  • Simpler processes and policies leaders can actually use.
  • Service reviews and “how easy is this?” assessments.
  • Reporting that gives leaders a clear line of sight on risk and progress.

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Change, M&A and ER

Support through the heavy stuff.

Restructures, integrations and the people issues that keep leaders awake.

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Change, M&A and ER

Clarity under pressure.

This is the heavy stuff: restructures, consultation, mergers, acquisitions, TUPE and high-risk ER.

  • Planning, consultation and delivery that is fair, clear and compliant.
  • Integration support: measures, day one, design and culture.
  • High-risk ER, union conversations and regulated environments.

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Executive Coaching

A calm, honest space.

Think, reset and work through the decisions that matter.

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Executive Coaching

Steady, practical and human.

Most leaders do not need more noise. They need space, honesty and a calm head.

  • Focused sessions combining reflection, challenge and clear actions.
  • Support during transitions, restructures and high-visibility roles.
  • Team and board conversations that need clarity and alignment.

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Not sure where this fits?

Most real work cuts across more than one box. If you are not sure whether what you are dealing with is strategy, operations or “just” a difficult situation, that is normal. The starting point is a clear conversation.

Talk it through How I work