Project Engagements
Defined, time-bound work for specific organisational moments. Senior design, senior delivery, with a clear start, scope, and end.
What this is
Some people challenges have a clear shape and a clear deadline. A leadership team needs to be rebuilt. An organisation needs to be redesigned for a new phase. A succession plan needs to be put in place. An acquisition needs to be integrated. A regional expansion needs senior people infrastructure built around it.
These are project engagements: defined in scope, structured around the work, delivered with senior judgement and operational rigour. Not ongoing. Not embedded. A specific piece of senior work, done well, then handed back.
Who this is for
Organisations going through transformation moments.
Common signals
- •Companies preparing for a significant growth phase, expansion into a new market, or M&A activity.
- •Leadership teams that need to be rebuilt or restructured after a strategic shift.
- •Organisations preparing for founder transitions or executive succession events.
- •Businesses where the organisational structure has grown without intentional design and now needs to be reset.
- •PE-backed companies executing a value-creation plan that includes senior people work.
Why companies need this
Transformation moments are where ordinary people processes break down. The everyday HR function is built for steady-state. When the organisation enters a transition, senior expertise is needed to design what comes next, not just manage what currently exists.
Bringing in senior project capability for a defined window means the right thinking gets applied to the moment, the work gets done properly, and the organisation comes out of the transition stronger. Without it, transitions tend to produce avoidable damage that takes years to repair.
Common project shapes
Project engagements are scoped to the specific challenge. Examples of the kinds of work most often commissioned:
- •Organisational design and restructure projects, covering structure, role design, and capability planning.
- •Succession planning across the executive team, including senior assessment and development planning.
- •Leadership team rebuilds, including team assessment, role realignment, and senior hiring support.
- •People strategy design for a new phase of growth or geographic expansion.
- •Post-merger integration of people functions, leadership teams, and cultural systems.
- •Founder transition planning, including governance, succession, and leadership team readiness.
All project engagements include full access to TPS Intelligence for the duration of the engagement.
How engagements work
Project engagements typically run between two and six months, depending on scope. They are priced as defined-fee engagements with clear deliverables and milestones. The exact structure is designed during the discovery conversation, once the specific challenge is understood.
Is this the right fit?
A 20-minute conversation will tell us whether the work fits a defined project shape or whether a different kind of engagement is the better answer.
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