"Well done is better than well said".
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. Those 36 are documented below.
Proof, not promises
Some of the organisations that called.
72 engagements since 2006 — at PwC, at Deloitte, and now at PeopleCentriX. Who called is not confidential. What we did in the 36 PeopleCentriX engagements is set out, anonymised, 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 36 cases below
One method. Applied 36 different ways.
36 of 36 cases
Sector
Type of service
Sector
Type of service
All cases
Post-Pandemic People Strategy Refresh
Roadmap · Business case · Investment case
Multilateral organisation
We refreshed the 2023 people strategy for post-pandemic operating conditions and rebuilt the case to fund it.
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 → International Public SectorProgramme Governance for the 2026–2031 People Strategy
Multilateral organisation
We set up the 2026–2031 programme governance to carry a newly approved strategy from mandate into delivery.
Read the case → Private SectorProgramme Governance for the 2026–2028 People Strategy
Luxury
We set up the 2026–2028 programme governance to carry the strategy from launch through delivery.
Read the case → International Public SectorPeople Strategy Delivery Tracking
Multilateral organisation
We tracked people strategy delivery so leadership could see progress in one consolidated view.
Read the case → Private SectorManager HR Metrics Dashboard
Luxury
We scoped and prioritised a manager-facing HR metrics dashboard.
Read the case → Private SectorPeople Analytics Strategy
Luxury
We set up and tracked an HR reporting and analytics programme during an enterprise system implementation.
Read the case → Local Public SectorHR Dashboard Vision & 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, Strategy & Roadmap
Professional Services
We defined a skills-based organisation vision, strategy and roadmap, validated by the HR leadership team.
Read the case → Local Public SectorHR Function Scan & Structural Recommendations
Public institution
We diagnosed the HR operating model and produced structural recommendations.
Read the case → International Public SectorMatrix-Based HR Structure Design
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 Digital HR
Luxury
We built the business case for a unified HR technology platform.
Read the case → Local Public SectorHRIT Strategy & Systems Landscape Scan
Public institution
We scoped an HR technology strategy against the existing systems landscape.
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 SectorHRBP Upskilling Programme
Financial Services
We designed a capability-building programme for HR business partners.
Read the case → Private SectorCandidate Assessment Methods
Life Sciences
We reviewed candidate assessment methods and consolidated them into one approach.
Read the case → Private SectorTalent Acquisition KPIs
Life Sciences
We harmonised talent acquisition KPIs — time to fill, time to hire, internal versus external hires, offer acceptance — under one methodology.
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 SectorBelonging & Care Diagnostic
Luxury
We assessed employee belonging and care across the organisation.
Read the case → International Public SectorCritical Positions & Succession Management
Multilateral organisation
We ran a phased talent review to identify critical positions and retention risk.
Read the case → Local Public SectorCritical Positions & Succession Management
Public institution
We proposed a governance model for succession management.
Read the case → Private SectorTalent Management Strategy & Roadmap
Financial Services
We defined HR priorities and translated them into a validated action plan.
Read the case → International Public SectorCulture Diagnostic & Enhancement
Multilateral organisation
We assessed organisational values against the culture the leadership team wanted.
Read the case → International Public SectorTalent Management Vision & Strategy
Multilateral organisation
We prioritised a talent management strategy following a maturity assessment.
Read the case → International Public SectorSkills-Based Organisation Vision, Strategy & Roadmap
Multilateral organisation
We defined a skills-based organisation vision, strategy and roadmap, validated by the HR leadership team.
Read the case → Local Public SectorLearning & Development Strategy
Public institution
We proposed a learning and development strategy as tiered options.
Read the case → International Public SectorCulture & Performance Capability Building
Multilateral organisation
We delivered capability-building support for a new performance management framework.
Read the case → International Public SectorHR Platform Implementation Scoping
Multilateral organisation
We scoped a new HR technology platform across its core modules.
Read the case → International Public SectorRecruitment Policy Advisory Review
Multilateral organisation
We independently reviewed recruitment guidelines for risk and best-practice fit.
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.