Talent Management

The role of leaders requires new and different skills and behaviors. Predict strong leaders with analytics and invest in their development.



  1. Conduct exit interviews
  2. Analyze, interpret, or report exit interview results
  3. Complete necessary paperwork/data entry for leaving employees
  4. Advise managers on the current and projected future state of the workforce
  5. Prepare workforce reports for management
  6. Develop and launch Talent Review and succession planning Program
  7. Identify future talent needs within the workforce
  8. Identify positions in need of successors
  9. Develop individual or position-specific development plans
  10. Oversee administration of employees moving as a result of a succession plan
  11. Design and develop a high-potential program
  12. Identify or assist managers to identify individuals for entry into the HiPO program.


Critical Roles List.

HR Actions Plan

HR Strategy

HR Activity Calendar

HR Plan Implementation & Communication Plan


Labor Law.

Talent workshops.

Talent Review and 9 box allocation Reports.

Employee Development Plans

Talent Plan for HIPOs & HIPROs.


Itemized & progressive Talent & Plan for All Successors.

Quarterly meeting of Successors with Top Management & HR


  1. Customer contacted within 2 working days to determine requirements and timeframe.
  2. Remote and onsite support
  3. Respond to inquiries/Requests within 2Business Days.
  4. Immediate Action for urgent Request.
  5. Actions completed within policy requirements.
  6. Monthly Reports on agreed KPIs.
  7. Access to a dedicated point of contact when needed or to handle more complex operational HR issues to complement your in-house resource
  8. Access to a library of our HR document templates
  9. Phone & Email Support.
  10. As Agreed with Customer.


A Free Consultation.

multiple tier options available.

Sign NDA .

We grow with you.

Monthly Retainer against service hours.