HR strategy: supporting your organisation’s transformation and performance
Making HR a driver of overall performance
Changing business models, the rise of artificial intelligence, the environmental transition and new expectations around flexibility mean organisations must constantly adapt to stay competitive and keep their people engaged over the long term.
Alixio Group supports leadership teams, HR directors and transformation teams in defining and implementing their HR strategy. Our role is to align economic, human, digital and employee relations priorities to build high-performing, resilient and sustainable organisations.
We translate the organisation’s strategic vision into concrete decisions on work organisation, skills management, employee relations and the optimisation of HR processes.
The Alixio Group difference: a single point of contact, integrated expertise
Alixio Group brings together strategic consulting and operational excellence in one integrated, coherent offer.
Our four areas of expertise: transform, engage and perform
Organisation, ways of working and flexibility
Adapt organisational structures and working practices to the organisation’s business priorities.
- Organisation design: define target structures, clarify roles and responsibilities, identify the skills the target organisation will need and streamline decision-making to improve organisational performance.
- New ways of working: design remote and hybrid working arrangements, organise working time and patterns, and adapt operating models to the needs of the business and its teams.
- Employee experience: balance working time to combine collective performance with individual wellbeing.
Employment policies, employee relations and harmonisation of terms and conditions
Build a fair, protective employment model aligned with economic imperatives.
- Audit of collective agreements: review collective agreements, carry out sector benchmarking and identify optimisation opportunities.
- Harmonisation of terms and conditions: manage the legal and employee relations aspects of mergers and acquisitions or reorganisations.
- Negotiations and social contract: prepare negotiations and invest in the quality of relationships with employee representatives to build regular, constructive and lasting dialogue.
- Health and quality of working life: prevent psychosocial risks and develop participative workplace wellbeing initiatives.
Strategic workforce planning, talent and leadership
Anticipate changes in roles and skills to safeguard the organisation’s future human capital.
- Strategic Workforce Planning & Workforce and Skills Planning: map critical skills and emerging roles, and anticipate future workforce requirements.
- Upskilling and reskilling: develop continuous learning pathways, career plans and internal mobility.
- Attraction and recruitment: inbound recruitment, digital sourcing through applicant tracking systems (ATS), executive search and interim management.
- Leadership and coaching: assess potential, coach senior leaders and support managers through change.
HR function performance and outsourcing
Improve the efficiency of HR processes and enable teams to focus on higher-value priorities.
- HR process performance: analyse organisational structures, ways of working and opportunities to improve service quality.
- HR outsourcing: outsource all or part of payroll and HR administration.
- Training administration: outsource the administrative management of training, get support with applications to training funding bodies and access a centralised training purchasing service.
- Governance and continuous improvement: structure processes, monitor service quality and optimise arrangements over time.
Our approach: from strategic audit to measurable results
Evidence-based management: four key indicators of HR performance
A successful HR transformation is managed over time using four major indicators:
- Employee relations climate and engagement: track eNPS, workplace wellbeing surveys, engagement rates and absenteeism.
- Retention: monitor voluntary turnover, length of service in key roles and reasons for leaving.
- Recruitment effectiveness: reduce time-to-hire, track cost per hire and measure onboarding success.
- Skills impact: monitor access to training, skills validation and the impact on business performance.
Tangible benefits for your organisation
- Align HR with business strategy: give your investment in people a clear direction to support growth.
- Safeguard transformations: manage legal and employee relations risks, help employee relations run more smoothly and harmonise terms and conditions.
- Improve HR function performance: make processes more reliable, improve service quality and use outsourcing where it enables HR teams to focus on strategic priorities.
Let’s build your HR strategy together
Are you looking to adapt your organisation, rethink your employment policies or optimise your HR function? Alixio Group’s experts work with you to design a tailored roadmap.
Q&A – HR strategy
How should business strategy and HR strategy be aligned?
HR strategy is the operational foundation of the business plan. As soon as economic objectives are set, organisations need to anticipate the skills required, organisational changes and the impact on ways of working. Alixio Group aligns your growth ambitions with your workforce realities to support smooth execution.
When should terms and conditions be harmonised and HR policies reviewed?
This becomes a priority during mergers and acquisitions, reorganisations or changes to collective agreements. It may also be necessary where the organisation is becoming less attractive to candidates, turnover is high or existing policies no longer reflect new expectations around remote working and flexibility. An HR and employee relations audit helps build a fair and robust framework.
How can the HR function be modernised and its performance improved?
HR performance depends on the quality of its organisation, the effectiveness of its processes and its ability to focus resources on higher-value activities. Depending on the organisation’s needs, this may involve simplifying ways of working, clarifying responsibilities or outsourcing activities such as payroll, HR administration or training administration.
How can you gain employee buy-in during change?
Success depends on involving stakeholders early. Alixio Group favours collaborative approaches that bring together leaders, employee representative bodies, managers and employees. Supported by transparent communication and hands-on management training, this approach helps turn change into a lasting collective dynamic.
