“Well done is better than well said.”
Benjamin Franklin
Our Work
The names come off. The method doesn’t.
Every case below is anonymised — no client names, no locations. The cards tell you what was asked and what we did. The full case tells you what moved. All of them run on the same loop — Empathise, Strategise, Realise, Analyse — whether the question was a whole strategy or one bounded problem.
72 engagements since 2006 — 36 in 16 years at PwC and Deloitte, where mandates ran longer; 36 in the 4 years since PeopleCentriX was founded. 33 of them are documented below.
Proof, not promises
Where this work has been done.
The organisations are listed. What we did for them is anonymised: 33 of the 36 PeopleCentriX engagements, set out below.
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“PeopleCentriX is a trusted partner to Chief People Officers and their teams, providing the expertise and guidance they need to develop and implement successful people strategies. They have a unique ability to bring people together and create a shared vision for the future.”
Patrick NicollierChief Human Resources Officer, World Health Organization“PeopleCentriX helped us navigate challenging waters. Using a human-centred design approach, they helped us think creatively and develop a fresh approach to people development and performance that resonated with all stakeholders — and a tailored implementation plan aligned with our ambition and culture.”
Samantha Stokes-BaydurChief Human Resources Officer, Open Society Foundations“Thanks to PeopleCentriX’s guidance, we developed our talent acquisition strategy in just eight weeks. We benchmarked our function against leading practices, collected feedback from new hires, hiring managers and business leaders, then co-designed our strategy and roadmap in sprints.”
Vivienne TardieuGlobal Head of Talent Acquisition, FerringAcross the 33 cases below
One method. Applied 33 different ways.
33 of 33 cases
Sector
Type of service
Sector
Type of service
All cases
People Strategy Refocus
Multilateral organisation
We refocused a people strategy by asking those who use HR and those who deliver it the same questions.
Read the case → Local Public SectorPeople Strategy 2023–2028
Roadmap · Business case · Investment case
Public institution
We defined the 2023–2028 people strategy and its investment case — validated with the budget attached.
Read the case → International Public SectorPeople Strategy 2026–2031
Roadmap · Business case · Investment case
Multilateral organisation
We defined the 2026–2031 people strategy and its investment case, and took it through approval.
Read the case → Local Public SectorProgramme Governance for the 2023–2028 People Strategy
Public institution
We built the 2023–2028 programme governance that carries a multi-year strategy past the point where most of them stall.
Read the case → Private SectorPeople Strategy Activation
Luxury
We coached an HR team through activating its own strategy, starting with the workload it had to carry.
Read the case → International Public SectorHR Metric Catalogue & Dashboard
Multilateral organisation
We cut the HR metrics to those the strategy needs and built the catalogue behind the dashboard.
Read the case → Private SectorManager HR Metrics Dashboard
Luxury
We scoped and prioritised a manager-facing HR metrics dashboard.
Read the case → Private SectorGroup People Analytics Programme
Luxury
We led the people analytics workstream of a group-wide HR system implementation, from headquarters to houses.
Read the case → Local Public SectorHR Indicator Set & Dashboard Definition
Public institution
We defined the HR indicator framework and the dashboard vision to carry it.
Read the case → Private SectorHR Function Maturity Scan
Professional Services
We assessed HR function maturity and benchmarked structure, staffing and services.
Read the case → Private SectorSkills-Based Organisation Vision & Design
Professional Services
We set the vision for a skills-based organisation and designed the skills model it would run on.
Read the case → International Public SectorHR Operating Model in a Matrix
Multilateral organisation
We redesigned the HR operating model to work in a matrix, not just on the org chart.
Read the case → Private SectorHR Headcount & Structure Benchmark
Financial Services
We benchmarked HR headcount and structure against peer institutions.
Read the case → Private SectorBusiness Case for a Unified HR Platform
Luxury
We built the business case for a unified HR technology platform.
Read the case → International Public SectorChange Strategy & Execution During a Restructuring
Multilateral organisation
We designed and ran change management through a restructuring.
Read the case → Private SectorHR Business Partner Role Diagnostic
Financial Services
We found out whether HR business partners lacked skill or time, and what to change first.
Read the case → Private SectorCandidate Assessment Methods
Life Sciences
We chose candidate assessment by role, not by country, from an inventory of 32 tools.
Read the case → Private SectorTalent Acquisition KPIs
Life Sciences
We made 5 recruiting KPIs mean the same thing in 9 regions, down to when each clock starts and stops.
Read the case → Private SectorTalent Acquisition Strategy & Roadmap
Life Sciences
We structured a talent acquisition strategy with an execution roadmap.
Read the case → Private SectorEmployee Value Proposition
Financial Services
We structured and prioritised the employee value proposition.
Read the case → Private SectorInclusion & Well-Being Diagnostic
Luxury
We measured inclusion and well-being in a one-market pilot, built to travel.
Read the case → International Public SectorCritical Workforce Segmentation
Multilateral organisation
We rated posts and people separately to decide who to keep in a restructuring.
Read the case → Local Public SectorCritical Positions & Succession Management
Public institution
We tested the criticality grid and designed the succession governance now in use.
Read the case → Private SectorTalent Priorities & Action Plan
Financial Services
We turned a 2-day HR offsite into talent priorities with owners and charters.
Read the case → International Public SectorCulture Diagnostic & Enhancement
Multilateral organisation
We tested values and leadership role-modelling against the culture the leaders wanted.
Read the case → International Public SectorTalent Management Maturity Assessment
Multilateral organisation
We scored talent management maturity against peers and set a target the organisation could reach.
Read the case → International Public SectorCompetencies & Skills Into HR Processes
Multilateral organisation
We helped HR leaders decide where new competency and skills frameworks would go first, and how.
Read the case → Local Public SectorLearning & Development Strategy
Public institution
We wrote the institution’s first training policy and priced 3 ambition levels to 2040.
Read the case → International Public SectorCulture & Performance Capability Building
Multilateral organisation
We helped managers and staff read a new culture-goal scale the same way.
Read the case → International Public SectorHR Platform Contract & Ambition Review
Multilateral organisation
We read an HR platform contract for risk and set the ambition for each module before configuration.
Read the case → International Public SectorRecruitment Policy Advisory Review
Multilateral organisation
We tested new, more flexible recruitment guidelines against 7 peers and put the checks where competition was skipped.
Read the case → Private SectorVoluntary Turnover Analysis
Financial Services
We analysed several years of voluntary turnover to find who was leaving, and why.
Read the case → Private SectorNew Hire Attrition Analysis
Life Sciences
We tracked new hire attrition as a dedicated metric to find who was leaving early, and why.
Read the case →No cases match your search and filters.
Work with us
Yours won’t look exactly like any of these. Good — that’s where we start.
Every case above began as one specific question, not a vague ambition. Bring us yours and we’ll say plainly whether we can help — and if we can’t, who might.
Our case studies are anonymised. Our client contacts are not — we share them on request.
No pitch. A free first conversation about your situation, 60 to 120 minutes.
The cases show what moved inside organisations. WeAreHuman@Work shows what’s moving across them, every Sunday →