Service pillars
Take one pillar or the whole drive. Each is delivered to a defined scope, with outcomes agreed before we start and reported against throughout.
A named senior partner works alongside your leadership team to translate business strategy into a people plan — operating model design, workforce planning, organisation structure and change stewardship.
Payroll, statutory compliance, employee records, onboarding administration and helpdesk run as a single accountable service line with published SLAs.
A reusable talent architecture: competency frameworks, career paths, performance design, succession mapping and critical-role cover.
One-to-one executive coaching, manager capability programmes and cohort learning journeys, measured against role capability rather than attendance.
Search, structured screening, assessment design, offer management and onboarding — run against a defined hiring bar and scorecard.
Internal mobility programmes, career conversations, outplacement and transition support that treat people well on the way in and on the way out.
Role-based learning paths, live workshops and a growing library of HR and leadership content, with progress reported back into the capability framework.
Open roles across our partner network and inside GyroHR itself — curated, briefed properly, and kept current.
A 30-minute ecosystem review maps where value is leaking today and which pillar closes the gap fastest.