Technology consulting services

At the early stage of defining your future roadmap, we help you take a holistic view of your architecture—ensuring your HR technology integrates effectively with other parts of the business, such as finance.

Our support at this stage includes:

• Strategy – Defining your architecture vision and business capabilities.
• Enterprise Architecture (EA) – Covering business, data, application, and HR technology domains.
• Transition architecture – Designing states, roadmaps, and value release plans.
• Ongoing EA services – Regular updates to your architecture vision, transition planning, and value case development.

If you’re looking for support with ‘any point in time’ deep data and integrations focus across data maturity and strategy, data architecture and integrations, data governance and operating model and data refinement and migration​, we can support with:

• Data maturity and strategy – assessment of maturity, business strategy and related data strategy​
• Data architecture and integrations – as-is and to-be transitional architecture, aligned to applications architecture and transitional roadmap​
• Data governance and operating model – assessment of data governance processes, risks and opportunities, and the underlying organisational capability required to uphold​
• Data refinement and migration – data quality assessment and refinement recommendations in preparation – and design – of a transitional approach​

Getting your foundations in place with regards to technology architecture and data deep Key Design Decisions (KDDs) is where we can come in and help you build your value case, selection of the right technology and put together a true end-to-end implementation plan which includes post go-live transition of your HR and IT models.

We’ll help with understanding how mature your data sets are and what complexities exist, how data literate the business is, understanding good governance of data and how ready your business is to maximise the rapidly evolving AI tools you could be using to improve your efficiencies.

We’ll support with:

• Architecture KDDs​
• Architecture principles, strategic vision, lifecycle management and roadmap ​
• Data KDDs​
• Data maturity
• Data quality security and compliance (implications of where data held, how secure in storage and transit)​
• Data migration strategy​
• Integrations KDDs – ‘logical’ integration architecture (not conceptual) level detail​
• Technology value case and case for change​
• Technology vendor and SI selection​
• HR and IT operating model and ways of working – cloud support model design and mobilisation and broader agile / product model and DevOps ways of working​

We will partner with you to understand what risks exist about the technology that you are embedding in your business, what roles should be developed to ensure the HR technology reaches its potential and, if needed, we have a solution called Liquid LACE, which gives you resource augmentation from our team of experts if you need it. Our services include:

• Solution architecture assurance – business, data, application and technology domains​
• Data design and execution assurance​
• Test model execution assurance​
• Workstream leadership and SME assurance – across HR technology, data, integrations, testing and cutover​

If you already have your technology in place and you’re just looking for support in making the most of what you’ve got, we are there for you. This could be achieved through a better understanding and utilisation of AI tools, Robotic Process Automation (RPA), or by seeking assistance in understanding the latest releases from your HR technology provider and the necessary steps to leverage the new functionality. We can also support with archiving legacy system elements. Our services at this stage include:

• HR Technology and data landscape optimisation​
• AI readiness and enablement​
• Retrospective SaaS functional release catch-up​
• Ongoing SaaS functional release management service​
• Legacy system – archive and purging ​
• RPA – taking the human out of the HR process and save cost, and increase speed, reduce errors​
• AI tooling – to remove the human out of the HR process e.g. greater use of bots / agents​