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Organizational Development Services
Whether you're trying to understand what's causing organizational friction, address systemic challenges, or strengthen your managers, we meet you where the need is and build from there.
People Systems Fit Audit
People Systems Fit
Audit
People-dependent service businesses with approximately 20–200 employees that have:Added employees, managers, services or locationsOutgrown HR processes created for a smaller operationInconsistent employee experiences across departments, teams, or locationsRecurring people issues that continue consuming leadership timePlans for another stage of growth or operational changeWe work alongside your existing HR staff and leadership team, not as a replacement for in-house HR.
We review your core HR processes, identify gaps affecting employee experience, retention and performance or increasing risk, and prioritize what needs to change to support your growth.The audit evaluates six core areas:Onboarding and new-hire integrationRole clarity and accountabilityPerformance managementManager enablementEmployee voice, experience and retentionCore people practices and documentationThe engagement includes a focused review of a representative sample of documents and available workforce data, leadership and manager input, an anonymous employee pulse, and an executive findings debrief.You’ll receive a People Systems Fit Scorecard, evidence-supported findings, the organizational impact of identified gaps, and a prioritized roadmap identifying the 2-3 systems that need attention first.
You can use the roadmap to guide your internal team or continue working with Simmons HR through a fixed-length redesign and implementation engagement.During implementation, we help rebuild the priority systems and equip leaders and managers to apply them consistently. Ongoing organizational-development advisory is available when continued support is warranted.Ready to determine whether your current people systems still fit your business?SCHEDULE AN AUDIT FIT CALL
Fixed-Length Organizational Transformation Engagement
3- or 6-Month Consulting Engagement
Organizations that have a clear roadmap of intervention recommendations and are ready to address the organizational issues affecting their people, leaders, and performance; however, they need experienced support to move from recommendations to implementation.We partner with your leadership team to prioritize, design, and implement the organizational changes that will make the greatest difference without trying to fix everything at once.This is especially useful when your internal team is already stretched, the changes cross multiple parts of the organization, or leadership needs support driving the work forward.
Every implementation engagement begins with an Organizational Systems Assessment unless one has already been completed.From there, we move through the rest of our five-phase methodology:Assess → Report → Design → Implement → EquipWe diagnose the issues, establish priorities with leadership, design practical interventions, support implementation, and equip the people responsible for sustaining the changes.Training, coaching, tools, and knowledge transfer are incorporated where needed, not sold as disconnected add-ons.
Your assessment findings determine the work. Together, we select the highest-priority interventions to address during the engagement. Depending on your organization's needs, that may include:Organizational structure and role redesignLeadership roles and management expectationsAccountability and decision-making systemsOnboarding system and employee ramp-up designPerformance management system designEmployee relations systems designManager development and leadership ramp-upPeople processes that need to be built, standardized, or improvedThe goal isn't to implement everything. It's to focus the engagement where change will have the greatest organizational impact.
By the end of the engagement, priority interventions have moved beyond recommendations and into practice, with leaders equipped to carry the work forward.Some organizations are ready to sustain the changes internally. Others choose ongoing OD support through our monthly retainer as new needs, growth, and organizational changes emerge.The goal isn't to make your organization dependent on us. It's to leave it better equipped to operate without us.
Monthly HR/OD Retainer
Ongoing Org Development Advisory & Leadership
Organizations with ongoing organizational development needs but not enough demand or internal capacity to justify a full-time O/D leader or team.It's especially useful for organizations with an established HR function that handles day-to-day HR needs but could benefit from specialized support around organizational effectiveness, leadership, change, and people systems.
Each month, we establish priorities based on what's happening in the organization and where O/D support will add the most value.Depending on the need, support may include strategic advising, organizational diagnosis, solution design, leadership facilitation, implementation guidance, and targeted manager development.The retainer creates consistent access to O/D expertise while keeping the work focused on agreed-upon organizational priorities.
The retainer provides flexible O/D expertise as organizational needs emerge and priorities shift.Support may include:Organizational design and restructuringLeadership and management developmentOrganizational change initiativesAccountability and performance systemsOnboarding and employee developmentPeople system improvementLeadership team advisingO/D guidance for internal HR initiativesRather than starting a new consulting engagement every time an organizational need arises, you have ongoing access to O/D expertise that already understands your business.
We don't replace your HR team. We extend its organizational development capacity. While internal HR continues managing the day-to-day people function, we can provide specialized expertise for work that requires deeper organizational diagnosis, design, change, or leadership development.That means your HR team gains an experienced O/D partner without the organization having to build a full internal O/D function.
We begin by understanding your organization, current priorities, and existing HR and leadership capabilities. From there, we establish the areas where ongoing OD support can add the most value and set priorities for the partnership. As needs evolve, the focus of the retainer can evolve with them.Please note: monthly retainer engagements begin at a minimum of 90-day commitment and can be ended at any time with a 30-day notice.
3 Easy Steps to Get Started
We make the process easy to begin working together.
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We Recommend a Service
We discuss your org's needs + capacity and recommend the engagement that is most suitable.
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Review & Accept a Proposal
We send over a proposal with scope, terms, and deliverables.
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