How well-equipped are corporate headquarters to master the tasks ahead?
Boosting your organization
Organizations must face up to the challenges caused by fast-changing business environments on a global level. Leaders of private companies and state-owned enterprises or public organizations alike are forced to meet the demanding requirements of different stakeholder groups. Shareholders urge ever better performance and higher profitability, while employees and works councils focus on job security, working conditions and co-determination. Achieving a smooth corporate transformation backed by a managed and moderated change process is imperative if organizations are to overcome these challenges.
We understand, however, that organizational challenges impact each company differently due to unique characteristics and business environments. Working hand in glove with our experts in restructuring and performance improvement , we support the transformation of an organization to achieve higher adaptiveness and sustainable competitiveness. We design the optimal organizational structure, develop a clear HR strategy and support stakeholder communication with the aim of guiding a company safely through the entire transformation process.
Our expertise in the field of transformation breaks down into two closely connected areas: Organization, people & transformation is one. Stakeholder communication is the other.
Organization, people & transformation
We ensure organizational excellence by transforming a company's strategy, processes, workforce, leadership style and culture. We implement efficient overhead functions - specifically, a state-of-the-art HR function with a modern service delivery model. We deliver workforce management with a proven approach that faciliates negotiations with social partners and measurable P&L effects.
Design and implementation of innovative, strategy-oriented solutions; fact-based discussions of the optimal blueprint for process organization, enabled by an extensive toolbox; optimization of business functions and HQ.
Establishment of lean overhead functions (i.e. reduction in G&A); insights-based approach to HQ modernization; state-of-the-art functional setups, e.g. in finance and HR, including benchmarking and automation potential.
Concepts for personnel adjustments; development of strategies for negotiations with employee representatives and labor unions; communication support.
Development and implementation of a functional HR strategy encompassing the target operating model, organizational structure and digital HR services, including robotic process automation and AI.
Definition of a people strategy (in line with corporate strategy); development of workforce planning; evaluation of recruiting processes (attraction, sourcing, retention); assessment and development of corresponding HR capabilities.