PENRIGHT Consulting
Advisory and support services in full
Where PENRIGHT Consulting makes the difference
How we work with clients, what each engagement covers and where we add most value.
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.
Why clients appoint us
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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Workforce Planning for Fast-Growing Firms
Know who you need, where, and by when. A headcount plan built around your product roadmap and funding runway, reviewed in cycles so it keeps pace with the business.
- Capacity and skills gaps mapped against delivery plans
- Hires sequenced to budget, not panic
- Revisited in short cycles as priorities shift
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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. PENRIGHT redraws spans, layers, reporting lines and job profiles around where the business is heading.
- New team builds designed from a blank page
- Job profiles that say what each role delivers
- Clear accountabilities between product, tech and operations
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Restructures, Redundancy and TUPE
Redundancy and TUPE are where good intentions meet statutory deadlines. Consultation, selection, communications and the people who stay are run as one dated programme with named owners.
- Consultation plans and selection criteria prepared in advance
- TUPE measures and employee information handled properly
- Support for the managers delivering hard news
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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.
- One-to-one coaching for founders and senior leaders
- Workshops on feedback, performance and difficult conversations
- Built for engineers and specialists stepping into management
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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.
- Gaps ranked by risk, with a clear fix for each
- Contracts and handbooks aligned to current employment law
- Policies that suit hybrid and remote teams
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Outsourced HR on Retainer
Questions keep arriving once the new structure is live: a grievance, a stalled hiring round, a manager out of their depth. A retainer puts senior HR help on call.
- Disciplinary and grievance cases handled start to finish
- Same-day response on live issues
- Business partnering for your leadership team
Where else clients bring us in
If your situation sits slightly outside this, it is still worth a conversation.
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HR function redesign
Inherited a People team that isn't working? A track record of rebuilding People teams, from a leadership seat that owned governance, means the redesign starts with what the function is for, then works out.
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The people side of technology change
Systems migrations and it restructures stall on people as often as on code. An IT consulting background, plus ITIL and Scrum Master, lets PENRIGHT talk to your CTO and your HR lead in their own.
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Programme-managed people change
Big changes such as opening a new site, merging teams or moving to a new working environment get stages, risk logs and sign-off points, managed with PRINCE2 discipline.
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.