HR and talent
Workforce plans, upskilling and localisation targets managed on one platform.
Why workforce change is hard to manage
AI changes the work people do, and organisations must redesign roles while meeting localisation targets such as Saudization and Emiratization. HR data, learning and hiring rarely share one view of skills.
Roles are changing
AI agents take on tasks, and roles must be redesigned around them.
Localisation targets
National programmes set targets for local talent that must be met and reported.
No view of skills
HR, learning and hiring systems each hold part of the picture.
What changes
Work redesigned
Roles redesigned so people supervise AI agents (human-on-the-loop).
Localisation on track
Targets tracked, and local talent trained through upskilling academies.
Skills in view
One record of skills across HR, learning and hiring.
What we deliver
Change management and workforce redesign
Organisational change management and human-on-the-loop workforce redesign.
Talent and localisation platforms
HR, talent management and localisation platforms, connected to the systems around them.
Upskilling academies
National workforce localisation and upskilling academies, set up within build-operate-transfer hubs.
HR workflows
Workflow automation on ServiceNow or Microsoft Power Platform.
HR document processing
Document AI for forms and records, with people reviewing every exception.
How we work
Assess roles and skills
Which tasks change, and which skills the organisation needs.
Connect the platform
HR, learning and hiring data brought into one view.
Train and hand over
Where localisation is the goal, a hub trains local teams and hands over.
Technologies and standards
The platforms HR and talent work runs on, as the documents behind this page name them.
- CRM and workflow platforms
- Microsoft Power Platform
- ServiceNow
- Standards and regulations
- GDPR
- MENA PDPL
How to start
What happens next
Agreeing a time
Our team emails you to agree a time for the session.
Pre-consulting session
A free 30-minute online pre-consulting session: we go through your goals, systems and constraints.
Readiness review
In a free 48-hour readiness review, a Principal Architect checks your project against the 6-point Definition of Ready and recommends the track that fits.
Choosing the track
Scope-ready projects receive a binding proposal within 3–5 business days. Concept-stage projects start in the Blueprint Studio. A live system that is failing, undocumented or needs integration starts with a diagnostic of 1–2 weeks. The Blueprint Studio and the diagnostic each have a fixed fee, quoted in the proposal.
Hybrid delivery and build-operate-transfer hubs
On-shore technical leadership with vetted nearshore and offshore capacity, complete build-operate-transfer capability centres and workforce localisation.
Embedded specialists and strategic augmentation
Nearshore and on-site principal engineers and specialists, and embedded solution, transformation, PQC and integration architects.
Questions and answers
How do you support Saudization and Emiratization?
Through build-operate-transfer hubs with upskilling academies for local talent, handed over with their intellectual property and operations, and platforms that track the targets.
What is human-on-the-loop?
A way of working where AI agents carry out tasks and people supervise them, stepping in on exceptions instead of doing every step themselves.
How is employee data protected?
Access follows roles and is logged, data stays where the law requires, and the platforms are designed for GDPR and the MENA personal data protection laws.
Where should we start?
With the roles AI is changing first, and the skills those changes require.
Start with a conversation, not a contract.
Tell us what you need to build, connect or secure. An architect goes through it with you, then recommends where to start.