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  • ‘My HR manager has been on our strategic committee for a short while. The next step? To operationally deploy our strategy in daily HR operations.’

Workforce Strategy & Intelligence

The time that HR played a purely executive role has long gone. Today human resources are a fully-fledged strategic partner when it comes to calculating your corporate objectives - or they should be. After all, talent - combined with the right qualities and skills - is rare. Yet, it is crucial to increase innovation strength and productivity in a world where talent has become the driving force behind our economy.

Translating corporate strategy into HR policy - and implementing that in daily operations - cannot just be done in a snap. We understand that too, and that’s why we’re here: to lend you a hand. We do that by giving you advice and guidance tailored to your business or organisation, clearly and transparently, also to anyone who is not an HR specialist or statistician. Above all, the style will be in keeping with your corporate culture and its employer branding. The idea is to minimise any resistance and to get results that are actually useful and valuable to your strategy.

Customised knowledge exchange

Our Human Capital team specialists have a background as researchers at the KU Leuven. Their success rate is based on scientific models, practice and... on your wealth of experience in the organisation. This exchange is vital to a successful partnership. Content quality comes first and foremost in our approach, although the preconditions, such as tight project management and a well-considered communication plan, also play a very important role.

As a matter of fact, we share all knowledge and train your employees so that they will eventually be able to personally implement their HR policy.

You’re looking for...

HR specialists who assist you in performing the following:

  • workforce analytics;
    • statistical analysis of current HR data;
    • making the connection between ‘soft’ data (HR examinations and test results) and ‘hard’ data (absenteeism and outflow);
  • human capital strategy;
    • installing or optimising an evaluation cycle;
    • assisting in training courses or implementing HR policy in organisations;
    • competence management;
    • stipulating career paths in the organisation and stimulating internal mobility;
  • post integration services;
    • ‘the right person in the right place’;
    • optimisation of skills in the new organisation;
    • HR integration support;
  • job classification & reward;
    • wage policy optimisation;
    • job classification and weighting;
    • benchmark studies on pay.