AI & People Ops · 6 min read
AI in HR: automate processes, not humanity
Where AI genuinely takes work off a people team today, where humans stay irreplaceable, and a field-tested path for introducing it.
Where strategy
meets people.
I help companies bring strategy, organisation, leadership and people together, so that growth and change actually take hold in the organisation.
Companies
Companies I have worked with and for.
Typical starting points
Situations I know from my own responsibility.
Your company is growing faster than your organisation. What works with thirty people becomes a challenge at a hundred and fifty. Leadership no longer works the way it used to. Your best specialists were promoted, but never prepared to lead people. Roles and responsibilities are unclear. Two people believe they own it, or nobody wants to take responsibility. Decisions take too long. Alignment costs more time than the work it is about. You need senior people leadership, but not a full-time CPO. The work is there; the role does not pay for itself yet. A reorganisation or restructuring is coming. The structure no longer fits, and how you go about it decides pace and outcome. You are integrating a company. On paper the integration is complete. In the team and in the new way of working it is only starting. Good people are leaving. The very people you want to keep on board are the first to resign. Hiring is too slow or does not scale. Open roles slow your growth exactly where the biggest potential is. AI is changing how work gets done. New tools, new roles, new questions for leadership and collaboration.
Fields of work
What I work on.
Organisation
Structure, roles, decision paths and the practices that let people work together, arrive well and stay.
Read moreLeadership
Leaders and leadership teams that grow with the company, including sparring for CEOs.
Read moreTransformation
Reorganisation, restructuring, post-acquisition integration and the shifts AI is setting off right now.
Read moreHow we work together
In both formats I take on the delivery with you. What I leave behind has to work in everyday practice.
As a project
One defined question with a clear scope: the organisational design no longer fits, a leadership team is not coming together, an integration is coming up.
The process
- 01 Defining the scope: what should be different at the end, and how you will notice
- 02 A focused look at the situation, days rather than weeks, only at this question
- 03 A proposal with priorities that we go through together
- 04 Supporting the rollout and enabling the people who will run it afterwards
- 05 A follow-up session a few weeks later: whether it lasts is the measure
As a mandate: Fractional Chief People Officer
Senior people leadership for a defined period, typically one to three days a week over several months. I sit in the leadership team, take real responsibility and build structures that work without me.
The process
- 01 Taking stock over about thirty days: leadership, team, processes, key figures
- 02 A short list of priorities with verifiable goals
- 03 Presence in leadership meetings, professional leadership of the People team
- 04 Handover to structures that keep running without me
Free self-assessment
Will your organisation carry the next change?
24 questions across eight dimensions. At the end you see where your organisation holds, where growth is already creating friction, and the two or three places where a small change would move the most.
24 questions · 8 dimensions · about 8 to 10 minutes
Start the Organisation Readiness CheckYour answers stay in your browser. Nothing is transmitted.
Results
Results from my own responsibility.
- Attrition halved
- through communication, enabled managers and a newly built onboarding programme
- Two months to full effectiveness for new joiners
- through a programme spanning every part of the business
- Company culture built from zero
- values developed with the team, plus the rituals, formats and tools that carry them
About
I have personally led the situations I now help organisations navigate.
More than 20 years of people responsibility: built the people function and the culture of a fast-growing tech company from scratch, helped scale organisations from 10 to over 150 employees, led reorganisations and restructurings, integrated acquired companies and accompanied the complete wind-down of a company. Along the way I have worked with more than 50 leaders.
More about meInsights
Practical knowledge for better organisations.
Recruiting · 7 min read
Time-to-hire under 30 days: how growing companies speed up recruiting
Why recruiting usually fails on internal latency rather than on the market, and the process growing companies use to fill roles in under 30 days.
Leadership · 5 min read
Why leaders avoid difficult conversations — and what it costs your company
Avoiding difficult conversations costs performance, fairness and top talent. A field-tested structure for giving clear, honest feedback.
Let’s talk about your organisation.
30 minutes, no strings attached. You describe your situation, and I tell you honestly whether and how I can help.