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Consulting / HR, skills and management

Align your HR practices with your strategy

HR departments work in an environment deeply changed by digitalization, data and artificial intelligence. We help them step back from their practices to understand what exists, objectify the challenges and fit technological change into a coherent vision.

Our approach turns HR intentions into concrete actions that can be rolled out and that last, connecting human, managerial, organizational and technological issues.

Discuss your HR challenges

Augmented HR

Five things, looked at together

Work, roles, skills, motivation and the use of tools change together: we look at them together.

  • Work
  • Roles
  • Skills
  • Motivation
  • Use of tools

When to call us

  • Scattered HR practices.
  • Managers without the tools they need.
  • Skills that need to evolve.
  • Engagement or motivation to understand.
  • Roles changing with AI.

What you leave with

  • HR diagnosis
  • Skills development priorities
  • Management development path
  • Practice framework and action plan

What we do

From diagnosis to action

  1. Diagnosis of practices01
    • Analysis of existing practices
    • Collection of quantitative and qualitative data
    • Identification of areas of ambiguity, tension or misalignment
    • Assessment of digital maturity
  2. Decision support02
    • Arbitration between several HR options
    • Prioritization of high-impact initiatives
    • Alignment of HR decisions with the organization's overall strategy
    • Support in making decisions
    • Anticipation of AI's impact on how work is organized and on key skills
  3. Structuring HR frameworks03
    • Formalization of HR policies and processes
    • Clarification of roles (HR, managers, leadership)
    • Decision and action frameworks made secure and readable
    • Digital and AI tools integrated consistently into processes
  4. From intentions to action04
    • Co-designed operational roadmaps
    • Equipping teams (training, reviews, OKRs, digital and AI tools) so that changes last
    • Helping managers and teams adopt new practices
    • Tracking indicators and steering HR performance over time

Illustrative example

Identifying the skills of a group of managers, reviewing the practices expected of them and building the path that supports this change.

Management development path
  1. 01Shared reference pointsThe manager role expected
  2. 02Key practicesFeedback, delegation, one-to-ones
  3. 03Real situationsOn the team's own cases
  4. 04Follow-upRegular check-ins and adjustments

And from there

Discuss your challenge

Describe your context and what you want to change. We will point you to the right person.

Let's talk about your project