How bespoke consultancies are changing the game for CPCOs and CHROs

While big-name firms dominate the transformation marketplace, with their vast resources and global reach, organisations are increasingly recognising the unique benefits of working with bespoke consultancy firms. These specialist firms offer a level of:

The difference lies not just in the approach but in the outcome — solutions and approaches are tailored to the way the teams work and the pace of the organisation, cultivating stronger relationships for effective teamwork, and an overall transition that puts the people first, using the new technology as an enabler. 

These are challenging times for HR and People & Culture teams. Now more than ever it’s time to take action to modernise, supported by an appropriate bespoke partner. One that really gets HR.

⁉️ Is now the time to choose personalisation, over scale? 

A personalised partnership

One of the primary benefits of working with a bespoke HR consultancy is the personal touch they bring to each project. Unlike large consultancies that often apply a one-size-fits-all approach, bespoke firms take the time to understand the unique needs, culture, and goals of each client.

➡️ They prioritise custom HR solutions over generic methodologies, ensuring that the technology, tool or process aligns seamlessly with the company’s specific HR requirements.

➡️ A smaller consultancy invests in building a deep understanding of a client’s HR function and connections across the organisation. This allows them to provide highly tailored recommendations. They don’t push pre-packaged solutions or rigid frameworks, but instead craft strategies that address the intricacies of the organisation. 

This approach leads to better adoption rates as change is rolled-out, less resistance from employees, and a more effective transformation process that aims for right-first-time.

Conscientious and hands-on

Bespoke consultancy firms are often founded and led by industry experts who are deeply passionate about their work. They have done these roles, used this tech, and been part of the change when working on the other side, in organisations. Bringing that lived-experience into the bespoke consultancy firm. 

➡️ They don’t merely act as advisors from a distance but immerse themselves in the HR project, working closely with teams at every level. 

➡️ Their hands-on involvement ensures that implementation is smoother, challenges are proactively addressed, and any potential roadblocks are quickly mitigated.

➡️ When done right, they feel as though they are part of the organisation, offering constructive challenge from a conscientious perspective. 

In contrast, other consultancies may deploy a revolving door of consultants who are less invested in the long-term success of the client. Simply put, they don’t care as much.

Clients often find themselves explaining their needs repeatedly to different team members, which can lead to frustrations. Bespoke firms, on the other hand, offer consistency and continuity, building strong relationships with their clients based on expertise, and taking full accountability for the outcomes.

Leading with emotional intelligence in change management

Technology transformations are not just about implementing new systems — they also require engaging the people affected by these changes. This is where bespoke consultancies truly shine. 

➡️ They lead with emotional intelligence, understanding that employees often feel apprehensive about new ways of working.  

➡️ They proactively focus on engaging communications, feeling the heart beat and rhythm of the organisation. With the counsel of open communication, active listening, and a supportive approach, they help organisations navigate resistance and foster a positive attitude toward change.

➡️ They avoid rigid processes that neglect the human element. Recognising that a successful implementation depends on user buy-in. They take the time to engage with employees, provide hands-on training, and ensure that the change and the reasons for the change, are embraced rather than resisted.

Tailored for success: the growth of bespoke

Choosing a consultancy firm is about more than which one is already on your commercial framework: 

✅ It’s about finding a partner who understands your business. 

✅ Cares about your success.

✅ Leads with emotional intelligence. 

The HR Fixers’ difference 

At The HR Fixers, we offer an unmatched level of personal attention, conscientious service, and emotionally intelligent leadership. For organisations seeking a bespoke, more human-centered approach to HR transformation, partnering with us is the smart choice.

Ready to build a stronger HR function? 

If you’re looking for a partner who can help you navigate the change and transformation needed to modernise your HR function, The HR Fixers is here for you. Let’s build the future of HR together.

Contact us today to get started! 

#SmallButMighty #BespokeIsBest #EmotionalIntelligence #HRChange 

In today’s fast-paced business environment, transformation is a constant. Whether it’s adapting to new technologies, evolving company culture, or implementing strategic HR initiatives, Chief People & Culture Officers (CPCOs) are at the forefront of change. However, too often, we see these transformations managed as isolated initiatives — HR digitalisation over here, a DEI strategy over there, and leadership development somewhere in the mix.

The problem? 

Managing transformation in silos leads to inefficiencies, misalignment, and a failure to deliver sustainable impact. Instead, CPCOs must approach transformation as a portfolio of projects, ensuring strategic alignment, resource optimisation, and long-term success. However, so often HR teams are already overloaded by the day job. 

How can they possibly manage, guide and sponsor change on top?

The pitfalls of managing HR transformation in isolation

When HR transformation initiatives are managed separately, several common challenges emerge:

1. Lack of visibility 

A suite of projects that don’t make visible the holistic add-up can be confusing for stakeholders and lead to duplication. For the CPCO, this can lead to a disjointed narrative and an inability to see the combined benefits being delivered. Investment in HR is challenging to secure at the best of times, so when you get it – keep it! Make the work, outcomes and benefits easily visible for everyone, through a portfolio management approach. 

2. Lack of alignment

HR initiatives often tie into broader business goals like growth, efficiency, and employee engagement. When transformation projects are treated as standalone efforts, they may not align with overarching corporate objectives. For example, implementing an AI-driven recruitment tool without integrating it into the company’s talent strategy can result in inefficiencies rather than improvements.

3. Competing priorities and resource constraints

HR teams have limited time, budgets, and people. When multiple initiatives are launched independently, they often compete for resources, leading to delays or half-baked implementations. A leadership development program might lose momentum because all resources have shifted to an HR tech rollout — leaving both initiatives under-delivering. The HR team don’t have the extra time (or skill or capability sometimes) to resource all the change, on top of the day job. 

4. Change fatigue and resistance

Employees and managers can only handle so much change at once. When transformation initiatives roll out in silos, employees feel like they are constantly being hit with new processes and tools without understanding the bigger picture. This can lead to resistance, disengagement, and a failure to fully embed the changes. The same can be said of the team leading it, those within HR – unless the portfolio is well planned, easily communicated and everyone is bought into the ‘why’ and ‘how’. 

A boat being rowed in unison.

5. Missed opportunities for synergy

HR initiatives are often interconnected:

When projects are managed separately, organisations miss opportunities to leverage insights, integrate technologies, and drive cohesive cultural change. The communications plan that underpins this change needs a synchronised portfolio to knit together the story and help make the change stick. 

These pitfalls are similar to everyone jumping in a boat, grabbing an oar and pulling in their own direction, whilst the cox-person shouts random instructions at no-one in particular.

Wouldn’t it be better, if everyone sat comfortably in the same boat, pulled in synchronicity, following a clear plan, to aim for the win? 

Managing a portfolio of HR initiatives   

To avoid these pitfalls, CPCOs should take a portfolio approach to transformation. This means viewing all HR initiatives and projects, as interconnected deliverables within a larger transformation roadmap, ensuring they work together to deliver business outcomes.

Use an excerpt from our NAVIGATE phase, to ensure the key steps to portfolio management in an HR Transformation are set up for success:  

1. Define the strategic vision

Start by identifying the overarching people strategy and how different transformation initiatives contribute to that vision. Ensure that every project aligns with the business’s long-term objectives. It doesn’t need to be rocket science, a vision maybe as simple as: 

TOP TIP :

  • To transform HR into a strategic powerhouse that enhances employee experience, fosters innovation, and supports agile business growth.
  • Building a digitally enabled, insight-driven HR function that empowers people, optimises processes, and drives organisational excellence.
  • Shaping a high-performing, inclusive, and adaptable HR ecosystem that attracts, develops, and retains top talent through innovation and continuous improvement.

2. Prioritise and sequence initiatives

Not all projects need to be executed at once. Map out initiatives based on urgency, impact, and dependencies. This prevents resource strain and ensures smooth implementation.

TOP TIP: 

  • A great way to do this is to engage the team and ask them to prioritise the list of initiatives based on their view of benefit to be delivered. 
  • A bottom-up approach instead of top-down. 
  • This approach is powerful to secure team buy-in.  

3. Streamline governance and oversight

Appoint a transformation steering committee or a dedicated team to get visibility of the whole portfolio. This group ensures alignment, tracks progress, celebrates success and makes decisions to course-correct when needed.

TOP TIP: 

  • Make it the one meeting a month they don’t ever miss! 

4. Integrate technology and data

HR tech implementations should not happen in isolation. Integrate new tools with existing systems to create a seamless digital employee experience. Use valuable data to measure the benefit of transformation initiatives and adjust as needed.

TOP TIP: 

  • Identify how you measure success early in the governance cycle.
  • Use these metrics to track how it’s going, and adjust them as the portfolio evolves.  

5. Support with a strong story 

Take a proactive approach to change management, through a compelling story. The internal comms team can help develop this narrative to ensure employees understand how different initiatives connect to the bigger picture. Clear communication, leadership visibility to champion the change, and employee engagement communications are crucial for success.

The HR Fixers’ take

At The HR Fixers, we help organisations shift from fragmented HR projects to strategic, interconnected transformation portfolios. Whether you’re implementing SAP SuccessFactors, redefining your talent strategy, or driving cultural change, we ensure your HR transformation delivers long-term value that everyone can see. 

Are you ready to rethink how you manage transformation? Let’s fix it together.

#HRTransformation #PeopleStrategy #TheHRFixers #CPCO #CHRO