Agile workforce planning for Fintech
Workforce planning, organisational design and restructures for fintech and fast-growing firms, run like a delivery programme.
- CIPD qualified
- Employment law trained
- Professional indemnity insured
- Professional body member
- Public liability insurance
- Chartered Fellow CIPD, Prince2, Scrum Master, ITIL
Twenty years in HR, with a seat in it as well
PENRIGHT Consulting is the independent practice of a senior HR consultant with more than twenty years across the full employee lifecycle. The route runs through banking at HSBC, IT consulting, Investors in People and the charity sector.
- 20+yearsExperience
- CIPDQualified
Where PENRIGHT Consulting makes the difference
How we work with clients, what each engagement covers and where we add most value.
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Workforce Planning for Fast-Growing Firms
Know who you need, where, and by when.
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Organisational Design and Target Operating Models
An org chart should follow the operating model, not the order people were hired in.
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Restructures, Redundancy and TUPE
Redundancy and TUPE are where good intentions meet statutory deadlines.
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Leadership Coaching and Line Management
Coaching for leaders promoted faster than their experience, and practical line management training that turns technical experts into managers people want to work.
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HR Audits, Policies and Handbooks
An honest audit of where your people practice stands, then the contracts, policies and handbooks needed to close the gaps, written in plain English for how you work.
PENRIGHT Consulting
Fintech is where that mix earns its keep. The sector grows quickly, changes direction often and can feel frantic from the inside, so a headcount plan written once a year goes stale long before the next one.
Why clients appoint us
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The senior person does the work
No account manager, and no graduate handed your restructure after the pitch. The consultant on the discovery call writes the plan, sits in the difficult meetings and answers your emails, usually the same day.
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A fixed fee, agreed before anything starts
Each engagement is priced as a proposal with the deliverables written down up front. You know what you are getting, what it costs and what sits outside it, so the invoice matches the conversation.
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Knows how tech teams really deliver
Squads, sprints, release cycles and the pull between product and platform are familiar ground. Org designs are built around how your engineers work day to day, rather than a textbook chart.
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An NDA before the first document
Restructures and redundancy plans are sensitive long before anyone is told. A non-disclosure agreement is standard on every engagement, and nothing about your people leaves the room.
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Reports your board will read to the end
Findings arrive in plain English, with the recommendation first and the evidence behind it. Where a plan will hurt, you hear that directly instead of finding it buried on page twelve.
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Still on hand after go-live
Aftercare is part of the fee. When the new structure meets its first real quarter and questions surface, you have someone to call who already knows the design inside out.
A straightforward way to start working together
Take the people maturity check
Answer 8 to 10 short questions, each scored from 1 to 5. Your results come back as a radial chart: weak spots at the centre, strengths on the outer ring.
Talk it through on a discovery call
By video, phone or in person, we read your chart together and decide honestly whether you need outside support. If you do, a fixed-fee proposal follows with every deliverable named.
Build the roadmap, then run it
Once you sign off, the plan becomes a roadmap of timelines, owners and objectives, delivered in agile sprints and reviewed with you each cycle as the business moves.
How We Help
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How We Help
Workforce Planning for Fast-Growing Firms
Know who you need, where, and by when.
Find out more
-
How We Help
Organisational Design and Target Operating Models
An org chart should follow the operating model, not the order people were hired in.
Find out more
-
How We Help
Restructures, Redundancy and TUPE
Redundancy and TUPE are where good intentions meet statutory deadlines.
Find out more
Questions clients ask before we start
Do we need to take the health check before booking a call?
No, though it makes the call sharper. Your chart shows where the people strategy is solid and where it is thin, so the conversation starts at the weak point instead of circling it. If you would rather just talk, book online and choose video, phone or in person. Either way you speak to the consultant.
How is an engagement priced?
It depends on scope, which is why every client gets a proposal built around their situation rather than a day rate. Proposals are free and carry no obligation. Once one is accepted, the fee is fixed and the deliverables are written down, so anything outside them is talked about before it happens, never discovered on.
Is it a one-off project, or can you stay involved afterwards?
Either. Workforce plans, design work and restructures run as defined engagements with aftercare included. For firms that want senior HR support on call beyond that, a retainer covers employee relations, recruitment and day-to-day people operations, with its scope written down so both sides know exactly where it starts and stops.
Can a restructure stay confidential until we are ready to announce it?
Yes. An NDA is standard on every engagement. Restructures, redundancies and TUPE transfers are planned with a small circle of decision-makers, and the announcement is sequenced so people hear it from their own managers, in the right order, with the consultation steps already mapped.
We are not a fintech. Is this still for us?
Very likely. Fintech is the specialism because it tests a people plan hardest: teams doubling, roles that did not exist last quarter. The same methods work wherever an organisation is changing faster than its org chart, and the experience behind them spans HSBC, IT consulting.
Clients we support across London, South East
- London
- South East
Start with a score, not a sales pitch
A short questionnaire plots your people strategy on one chart: gaps in the middle, strengths at the edge. Book the discovery call online. If you don't need outside help, you'll hear it straight.