Human Operating Model Design & Advisory
We redesign roles, daily work and who decides, for people who work with AI.
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AI changes work only when work is redesigned
Our human resources and operations advice, rebuilt for AI
About three-quarters of high performers have fundamentally redesigned workflows around AI, against about a quarter of other organisations (McKinsey, The State of AI: Global Survey, 2026). AI leaders are 2.2 times as likely as others to redesign workflows rather than simply add tools: 56% against 26% (PwC, AI Performance Study, 2026; 1,217 senior executives, 76% at companies with US$1bn or more in revenue). Yet 84% of companies have not redesigned jobs around AI capabilities (Deloitte AI Institute, State of AI in the Enterprise, 2026).
People
Roles, skills and the human resources (HR) systems that support them. This includes how you judge performance and reward people for using AI and redesigning work. It also includes entry-level roles.
What we redesign
Strategy alignment
Who decides. We show where AI gives information, where it acts, and who signs off.
Business model
How work is organised and how teams are built. We show what this means for cost and capacity. You also get a workforce plan for the next 12–24 months.
How it runs
Phase | Duration* | What you receive | Decision point | Note |
|---|---|---|---|---|
1 · Prioritise workflows | ~2–3 weeks | A ranked list of workflows, taken from the Diagnostic's workflow sample | Which workflows to redesign first | If diagnostic isn’t done then this will be explored fully at this stage |
2 · Redesign | ~3–4 weeks | Role descriptions and a map of who decides | Leaders approve the design | |
3 · Align the HR system | ~3–4 weeks | A pack that aligns HR practices, including rewards; a workforce plan for 12–24 months | Budget and order of work | |
4 · Pilot and scale | ~6–8 weeks | Pilot report: time per task, errors, capacity | Scale, adjust or stop | |
Ongoing | Monthly | A part-time adviser; we measure progress at each Diagnostic re-score | Optional |
* Duration depends on the company size and project scope
A part-time adviser for your team
Some organisations do not need a full-time chief human resources officer. For them, we provide part-time HR advice. We size it to your stage, priorities and budget. It can cover:
HR plans that support your business goals
Organisation structure, roles and skills planning
Ways to manage performance and talent
Culture, engagement and leadership advice
Support on HR policies and compliance guidance
Hands-on help during growth, change or transition