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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
Your HR processes may exist, but do they still support the business you operate today?
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.
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
People Systems Redesign & Implementation
The audit identifies what needs to change, and this engagement helps you redesign + implement the changes.
Organizations that have completed the People Systems Fit Audit and are ready to:Address the systems creating the greatest organizational consequencesMove beyond recommendations into structured implementationImprove consistency across managers, teams or locationsEquip leaders and managers to sustain the changes
The audit findings determine the work. Together, we select the 2-3 people systems creating the greatest consequences for your organization.Depending on the priorities identified, the engagement may include co-creation of the following:New-hire onboarding and ramp-upRole clarity, accountability and decision authorityPerformance expectations, feedback and coachingManager enablement and employee-issue escalationEmployee relations and issue-resolution processesEmployee feedback, voice and retention practicesCore people-process documentation and standardizationEvery implementation engagement is limited to the priorities selected from your People Systems Fit Audit.
Implementation engagements are scoped for either 12 or 24 weeks based on the number of priority systems, organizational complexity, stakeholder involvement and level of rollout support required. The appropriate pathway is recommended following the People Systems Fit Audit.12-Week Focused ImplementationBest when the audit identifies:One priority people systemOne location or a relatively consistent operating environmentA limited number of stakeholder groupsExisting internal capacity to help coordinate implementationNo need for an extended pilot across multiple teamsThe 12 weeks cover:Future-state process designTools, forms and guidanceStakeholder review and revisionManager preparationInitial rolloutEarly adoption check and ownership handoff24-Week Multi-System ImplementationBest when the audit identifies:Two or three interconnected priority systemsMultiple departments, locations or manager groupsDifferent practices currently being used across the organizationA need to pilot before broader rolloutMore extensive manager preparation and change adoptionDependencies requiring the systems to be introduced in sequenceThe 24 weeks allow time to:Establish the implementation sequenceDesign and build each selected systemGather stakeholder inputPilot and revise the new practicesPrepare managers and communicate changesRoll out across applicable teams or locationsMonitor early adoption and address breakdownsTransfer ownership to the internal team
Through a structured 3- or 6-month partnership, we provide:Collaborative process-design sessionsCustomized tools, forms and manager guidanceLeadership and manager preparationRollout and employee communication supportImplementation and adoption check-insAdjustments based on early feedbackA sustainability and ownership handoffThe engagement remains focused on the 2-3 priorities selected from your audit. Additional systems require a separate scope.Implementation begins with the People Systems Fit Audit.SCHEDULE AN AUDIT FIT CALL
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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