Talent Management & People Systems
We help organizations and teams design, refine, and manage the full talent lifecycle—how people join, grow, and thrive.
Our approach is human-centered and equity-based: we translate values into clear, right-sized practices that reduce bias and build trust. Through talent system design and talent process refinement, we make it easier to hire well, support managers, grow people, and ensure fairness in policies.
We can consult on all aspects of the talent management cycle or can parachute in and support with certain parts.
Talent System Design | Talent Process Refinement
Talent System Design
Designing or redesign people systems and talent systems to be more human-centered and equity-based.
Talent philosophy & principles include the development of company values, equity guardrails, and decision-making rights
Role architecture & job levels include titles, leveling, and job families
Competency & career frameworks include support with clear expectations and growth paths
Compensation philosophy & pay bands include development of transparent ranges and equity checks
Performance architecture includes goal development, feedback rhythms, and review cadence
Policy framework includes the development of inclusive plain-language policies
Candidate journey maps include the development of systems and processes through the entire candidate journey from attract to onboard
Organizational structure includes matching skills/talent to organizational objectives
Talent Process Refinement
Tuning up your current processes and practices in ways that are easier to use and overall more fair to follow.
Hiring tune-up includes support with thoughtful job descriptions, build structured interview processes, competency rubrics, and equitable scorecards
Onboarding refresh includes how to set new staff up for 30/60/90 plans and manager check-ins
Performance cycle refresh includes employee goal development, tracking, effective 1:1s, cycles of feedback and calibration across management teams
Feedback & coaching routines include training and support for practices that teams will actually use and work to drive employee performance outcomes
Pay equity review includes support with band clean-up, compression checks, and adjustments
Career path rollout includes development of ladders, skills mapping, communications, and training for overall career growth
Hybrid/remote norms include consulting around effective meetings, documentation for knowledge management and async ways of working standards
Offboarding/Transitioning Planning includes consulting on knowledge transfer and exit practices
See The Group Forward In Action
