Transformational Solutions at the Intersection of People and Business

Focused Expertise
to Evolve and Thrive

Your business strategy is the foundation for
achieving your organization’s potential.

However, without the right HR, Leadership and Talent strategies, you are likely to fall short of your desired results. People are the X factor.

In our experience the most successful organizations integrate their workforce and business strategies.

Having a workforce capable of exceeding current and future strategic business objectives is a sustainable competitive advantage.

Environmental
Scanning

Strategic
HR

Leadership
& Talent

Business Strategy

Organizational Performance

Strategy
Integration

That’s where we come in.

Our management consulting services focus on our clients’ most critical business, leadership, and talent issues.

You Make Decisions.
We Help You Make Smarter Ones.

We align all of our services towards understanding what makes your people and business thrive.

Our success in meeting today’s business challenges rests on our proven partnership process. We make the complex simple and create clarity from chaos.

In short, we foster collaboration and knowledge sharing whether our staff members are at a client site, online, or training from any of our facilities globally.

As your consulting partner, we leverage our deep experience to help you create game-changing Strategic HR, Leadership and Talent, and Organizational Performance solutions.

Our team provides targeted, actionable insight for achieving your mission-critical priorities. We help you frame the growth and possibilities that your organization can achieve.

Our unique business model enables you to pick the level of engagement
based on your team’s budget and expertise.

We typically work in one of three ways:

We can do
it all for you

We co-develop
strategies with you
and your team

We teach you how

Strategic HR Offerings

Business and HR Strategy Integration

Aligning HC and Business Planning Calendars
Creating Dialogue to Understand Business Strategy
Translating Business Priorities into Workforce Capabilities
Assessing HC Effectiveness to Execute Business Strategy
Prioritizing HC Initiatives Based on Business Strategy and Current HC Capability
Unifying HC Solutions into an Integrated Business/HR Plan
Ensuring Strategic Business/HR Plans Have Success Metrics
Gaining Executive Buy-in for Strategic Business/HR Plan Investments
Developing HC Business Model and HR Strategy

Developing Business/HR KPI/OKR Metrics and Reporting
Adapting HC Strategy as Business Conditions Change
Understanding and Translating Organizational Business Model
Conducting Internal and External Environmental Scan
Mapping and Overlaying Business SWOT with People SWOT
Creating Linkage Between Organizational Core Competencies and HC Capabilities
Mapping Annual and Long-term Business Strategy Requirements to Required People Skills
Aligning Business Strategy with Workforce Strategy
Refining Organizational Culture to Support Business Strategy

Let Us Be a Part of Your Success Story.

High Performance Culture

Focusing on Hiring for the Right Culture Fit
Creating Greater Clarity Between Roles and Objectives
Clarifying the Link Between Pay and Performance
Helping Managers Provide Constructive Feedback
Providing High Impact, on-the-job Learning Opportunities
Empowering Employees Through Work Design to Impact the Organization
Aligning Employee Interest with Job Opportunities
Building Connections that Allow Employees to Better Execute Work Activities
Removing Organizational Barriers to Manager Effectiveness and Impact
Redirecting Leader Behaviors to Meet Challenging Business Needs

Creating Interest-and Role-Driven Career Paths
Aligning Leaders Behaviors to Current and Future Strategic Imperatives
Identifying Critical Competency and Culture Gaps
Integrating Business Goals into Leadership Development Programs
Embedding a Culture of High-Performance and Leadership from the Outset
Driving Focus on Leadership Styles and Culture to Drive Collaboration
Defining New Culture and Identifying Gaps
Translating Values into Behavior Statements
Identifying Change Resistors and Implementation Challenges
Performing Organizational Culture Assessment

Let Us Be a Part of Your Success Story.

Strategic Workforce Planning

Building Business Leader Buy-in for Strategic Workforce Planning
Engaging with Business Leaders to Understand Strategic Objectives
Identifying the Capabilities Most Critical for Strategy Execution
Assessing the Organization’s Current Capabilities Based on Strategic Needs
Creating Scenarios to Assess How Environmental Shifts Will Impact Talent Needs
Diagnosing Internal Talent Availability Gaps and Surpluses
Identifying Internal Talent Alignment Gaps
Evaluating Internal Talent Retention Risks
Developing a Strategy to Close Prioritized Gaps
Identifying and Manage Potential Barriers Associated with Chosen Strategies
Reevaluating the Plan on an Ongoing Basis

Measuring and Communicate Progress Toward Talent Goals
Linking Workforce Plan to Strategic Business Plan
Defining the Workforce Implications to Strategy
Conducting a Strategy Diagnostic with the Executive Team
Conducting an Internal and External Environmental Scan
Conducting Business PESTLE Analysis
Performing Workforce Segmentation Analysis
Determining Competences for Superior Job Performance
Creating Workforce Scenario Plans Based on Strategy
Developing a "No-Change" Future State

Let Us Be a Part of Your Success Story.

Functional Structure And Technology

Developing and Document HC Strategy and Policies
Planning and Analyzing Workforce and HC Function
Aligning HC Systems and Technology to the Current and Future Strategy/Vision of the Organization
Framing HR Technology Strategy and Develop a Mission, Goals, and Budget
Automating HC Processes and Streamlining Work
Evaluating Current Stand Alone and Integrated HC/Business Technologies
Determining Efficiency and Effectiveness of Existing Technology Systems
Developing Self-Service Reporting Capabilities to Produce Reporting Accuracy
Building a Business Case and Gain Executive Buy-in for Investments
Conducting Comprehensive Analysis of HR Operational Efficiency
Evaluating Functions that are Both Low Cost and Effective

Evaluating HR Role Definitions, Team Capabilities, Governance, Process Standardization, and Automation
Evaluating Business Model and Workforce Model to Develop Optimal HR Functional Structure
Monitoring and Adapt Strategy as Needs Change
Building Analytical and Advisory Capabilities in Talent Management Staff
Tracking Progress on Key Talent Metrics
Evaluating Strategic Partnering Activities that Have the Greatest Impact on HR-Line Support Effectiveness
Determining and Defining the Right Level of Standardization
Automating Standardized Processes and Integrating with Enabling Technology
Centralizing HRIS and Minimizing Stand-Alone Solutions
Determining HR Technology Priorities

Let Us Be a Part of Your Success Story.

Talent Acquisition

Creating Standardized Recruiting Policies and Procedures
Evaluating, Analyzing, and Redesigning the Employer Brand
Creating Captive Social Media Campaigns
Creating Manpower Plans
Developing Internal and External Supply and Demand Ratios
Developing Candidate Pipeline Engagement Strategy
Creating Internal Mobility Plan that Integrates with Succession Management Strategy
Integrating a TRM/CRM System
Determining Organizational Gaps in Critical Roles
Conducting a SWOT Analysis
Building a Talent Acquisition and Recruiting Team and Structure Model
Creating an Exceptional Candidate Experience Process
Utilizing Content Marketing to Build Communities

Optimizing Job Descriptions
Developing the Sourcing Strategy: Identifying the Right Tools and Channels to Find and Reach Target Candidates, Including Out-Of-The-Box Methodologies
Creating and Conducting Candidate Assessments Using the Role’s KSAs
Determining and creating interviewing strategies
Assessing A Candidate’s Potential Organizational Culture Fit
Verifying Application and Resume Information
Re-Evaluating the Candidate Experience of The New Hire and Make Adjustments Where Needed
Manifesting the Employer Brand into The New Hire Experience
Creating A Multi-Phase Onboarding Program That Begins When the Candidate Accepts the Employment Offer
Engage New Hires with The Company's Culture and Core Values

Let Us Be a Part of Your Success Story.

Talent Value Proposition

Let Us Be a Part of Your Success Story.

Leadership & Talent Offerings

Leadership Development

Let Us Be a Part of Your Success Story.

Succession Management

Formalizing Succession Management
Assessing Current and Future Succession Needs
Identifying Successors Using Consistent Criteria
Creating Consistent Criteria to Identify Succession Pool
Assessing the Leadership Demand Required to Achieve Strategic Goals
Identifying Succession Candidates from Internal and External Pipelines
Preparing Successors to Meet Evolving Role Requirements
Transitioning Successors into New Roles
Rebalancing the Leadership Bench for Long Term Strategic Relevance
Tracking Program Success and Execution

Assessing Advancement and Leadership Potential of Successors
Influencing Organizational Strategy and Performance Succession Management
Preparing and Developing Successors Based on Current and Future Ability Requirements
Preparing and Developing Successors to Support Competency Development for the Next Role
Developing Measurement and Succession Readiness Tools
Building Standardization in Management to Succession Activities
Integrating Succession Management with Strategic and Talent Processes
Building Succession Management Strategy
Conducting Talent Reviews

Let Us Be a Part of Your Success Story.

High Potential Talent

Determining High Potential Employees
Determining Advancement and Leadership Potential Across Levels the Organization
Identifying Gaps That Are Most Important to Close for HiPos to Realize their Potential
Assessing Advancement and Leadership Potential of Candidates
Building a HiPo Strategy
Developing Measurement and Advancement Tools
Creating a HiPo Development Program
Preparing HiPos to Meet Evolving Role Requirements
Assessing the Future Leadership Demand Required to Achieve Strategic Goals
Creating Segmented HiPo Programs for More Individual Focus

Let Us Be a Part of Your Success Story.

Talent Development

Creating Talent Development Strategy
Making Measurement/ROI Part of a Broader Strategy
Installing High Impact Training Model to Improve Efficiency and Effectiveness
Creating Segmented Talent Investment Grid
Designing Programs and Curriculum to Incorporate into Leadership Academy
Mapping and Designing Learning Around Career Progressions and Transitions
Enabling Individual Knowledge Sharing/Transfer through More Social and Tech Driven Tools
Creating Learning Communities Within Key Functional Areas

Let Us Be a Part of Your Success Story.

Career Pathing

Conducting Talent Reviews
Assessing Advancement and Leadership Potential
Developing Career Pathing Purpose and Objectives
Creating Career Pathing Strategy and Map
Developing Current and Future Cognitive Capability Map
Determining the Hierarchy of Career Paths
Refining Key Job Responsibilities with Key Position Profiles
Building Career Path Accountability Process
Creating Employee Career Aspiration Inventory
Developing Visual Maps to Communicate Career Progression
Developing Detailed, High Definition Competency Models and Behaviors

Customize the Career Pathing Map to the Culture of the Organization
Utilizing Validated, Position Based Assessment Tools for Career Pathing Evaluations
Creating Individual Development Plans to Help Individuals Progress on the Career Path
Mapping the Types of Experiences Necessary to be Successful in Each Role Along the Path
Developing ROI Measurement of Career Pathing Tools
Developing Competency Grading within Job Families
Determining and Refining Key Job Responsibilities Through Position Profiles
Developing Career Stream and Leveling Descriptions

Let Us Be a Part of Your Success Story.

Organizational Performance Offerings

Organizational Design

Understanding Today's Organizational Design Reality
Recognizing the Key Challenges in Maintaining Employee Performance
Examining Organizational Design Models for Best Fit with Strategic Direction
Creating Clarity of Decision-Making Authority
Creating Alignment and Cascading of Goals
Recognizing Key Challenges in Maintaining Employee Performance
Focusing on Workflow to Surface Optimal Design
Articulating the Business Unit's Primary Value as one Workflow
Mapping Core Work Activities to the Identified Workflow of the Business Unit

Analyzing Workflow Mapping Results
Conducting De-Personalized Workflow Mapping Exercises
Assessing Alignment of Design with Business Strategy
Forecasting Organizational Design Needs Based on Future Strategy
Assessing Mid-to-Long-Term Benefits of Design Options
Establishing a Trigger-Based Strategy Review for Relevance
Establishing Review Triggers in Areas that can Impact Validity of the Org Design
Selecting Triggers and Thresholds to Establish Organizational Design Review

Let Us Be a Part of Your Success Story.

Performance Management

Let Us Be a Part of Your Success Story.

Total Rewards

Gaining a Clear Understanding of the Existing Situation; Assess the Current Total Rewards Mix in Terms of Both People and Dollar
Conducting Internal Compensation Audit and External Market Competitiveness
Determining Gaps in Pay Structure
Defining Total Rewards Mix of Compensation, Benefits, Work-life, Performance and Recognition, and Development and Career Opportunities
Reviewing Existing Job Descriptions; Match Job Titles and Characteristics for Survey Accuracy
Mapping Inconsistencies of Pay Structure by Role, Person, Job Title, & Pay Grade
Defining the Corporate Mission and Vision
Defining the HR Philosophy, Strategy and Integrated Business
Developing the Program Purpose / Objectives and Issues to Address

Creating the Eligibility Criteria and Baseline for Measurement
Selecting Reward Elements and Type of Pay Structure
Obtaining Senior Management Approval
Forming an Implementation Team
Creating Individual Total Rewards Branding and Statements
Building a Communications Approach for Various Audiences
Determining Key Messages, Objectives, and Select Communication Channels
Developing, Implementing, and Evaluating the Communication Campaign
Reviewing Process and Program Effectiveness
Creating Quantitative and Qualitative Measurements
Evaluating Outcomes Against Objectives

Let Us Be a Part of Your Success Story.

Engagement & Retention

Demonstrating the Business Impact of Engagement
Selecting an Engagement Survey Provider
Evaluating Engagement Based on Employees’ Past Experiences, Present Commitment and Confidence in The Future.
Targeting Action Plans Based on Critical and At-Risk Employee Segments.
Selecting Initiatives That Rev and Sustain Engagement.
Ensuring Accountability for Action Plans.
Improving Manager Effectiveness at Engagement.
Using Engagement Data to Improve Business Decisions
Evaluating Positions and Individual Retention Risk
Performing Segmentation Via Position and Person Risk

Developing and Create Retention Strategy
Establishing Regular 1:1 Meetings Between Managers and Employees
Linking Manager's Pay to Employee Retention
Developing and Creating Individual Retention Plans Based on Segmentation
Conducting Stay Interviews and Intent to Stay Surveys
Determining Short-and-Long Term Compensation-Based Retention Tactics
Determining Short-and-Long Term Personal Impact Retention Tactics
Conducting Conjoint Analysis to Determine Individual Retention Preferences
Determining Short and Long-Term Development -Based Retention Tactics
Developing Engagement and Retention Communication Strategies For Critical Talent

Let Us Be a Part of Your Success Story.

HR Metrics & Analytics

Identifying and Selecting HC Metrics for Tracking in Support of HC Strategy
Identifying HC Reporting for HR That Includes New Joiners, A Hiring Funnel Report, and an Attrition Report
Prioritizing Data Elements and Metrics Formulas Used in Reporting and HC Dashboard for Documentation in Data Dictionary
Creating a Dashboard That Incorporates Financial Data with HC Data
Delivering Measurements of HC ROI To Show How Effectively the Investment in Human Capital Is Supporting the Organization’s Goals
Providing a Historical Analysis of Profit Per Employee to Offer Important Information About the Development of The Organization’s Success or The Success of The Chosen Strategy
Monitoring The SG&A Headcount to Inform Structural Decisions
Identifying When the Organization Is Growing in Non-Revenue Generating Headcount at A Higher Pace Than Other Parts of The Business
Determining Use of Data Visualization for Interpretation and Insight
Creating a Set of Measurement Standards with Definitions

Developing RFP (Request for Proposal) Requirements for Purchasing External Analytics Solution.
Conducting Vendor Reference Checks or Provide List of Vendor Reference Questions
Providing Vendor Evaluation Scoring Criteria Based on Needs
Determining HR Function Analytical and Measurement Capability Current State and Future Focus
Assessing Business and HR Analytics/Metrics Strategy
Defining Criticality, Credibility, Capability Challenges for Analytical Impact
Conducting Analytics Prioritization Exercise and Identify the Most Scalable Opportunities for Impact
Developing Analytics Ecosystem for Data Capture, Reporting, and Analysis
Selecting Metrics, Agree on A Specific Formula, and Outline Specifications of The Source Data
Documenting Measurement Formulas, Systems, and Processing Rules as Well as Ongoing Monitoring

Let Us Be a Part of Your Success Story.

Our 7D Framework Drives Everything We Do

The way we generate, refine, and apply ideas sets RG apart from other consultancies. Our 7D Framework is rooted in the belief that transformational insights start with rigorous inquiry and a deep understanding of how organizations function, leaders lead, and how people impact performance.

While our processes, methodologies and tools are custom tailored to fit each client’s unique needs. Our proprietary 7D Framework serves as our compass:

Discover

Determine the goals, timeline, and budget

Diagnose

Assess and analyze the current versus the desired state

Define

Detail the gap or problem areas and brainstorm solutions for best strategic fit

Design

Map out future state strategy and create plans to get there

Develop

Create the mindset, skillset, and toolset needed to achieve the future state

Deploy

Implement gap-closing strategies to scale

Drive Impact

Continuously measure solutions to ensure desired results

Our 7D Framework Drives Everything We Do

Discover

Determine the timeline,
budget, and goals of the
functional area

Diagnose

Analyze the current state
of functional area

Define

Detail the problem areas
and brainstorm solutions
for best strategic fit

Design

Map the future state of
the functional area and
create a path to get there

Develop

Create the mindset, skillset,
and toolset needed to achieve
the future state

Deploy

Implement gap-closing
strategies to scale

Drive

Ensure solutions
continuously create
desired results

Let’s Begin a Conversation.

At Rutherford Group we know there are no one-size-fits-all solutions for every organization. We take the time to get to know your business and your organizational needs and recommend a range of options that are the best fit for your growth goals.

Let’s see how RG can optimize your talent strategy for the long run.

Transformational Solutions at the Intersection of People and Business

Focused Expertise to Evolve and Thrive

Your business strategy is the foundation for achieving your organization’s potential.

Environmental Scanning

Strategic HR

Leadership & Talent

Business Strategy

Organizational Performance

You Make Decisions. We Help You Make Smarter Ones.

Our unique business model enables you to pick the level of engagement based on your team’s budget and expertise.

We typically work in one of three ways:

We can do it all for you

We co-develop strategies with you and your team

We teach you how

Strategic HR Offerings

Business and HR Strategy Integration

Let Us Be a Part of Your Success Story.

High Performance Culture

Let Us Be a Part of Your Success Story.

Strategic Workforce Planning

Let Us Be a Part of Your Success Story.

Functional Structure And Technology

Let Us Be a Part of Your Success Story.

Talent Acquisition

Let Us Be a Part of Your Success Story.

Talent Value Proposition

Let Us Be a Part of Your Success Story.

Leadership & Talent Offerings

Leadership Development

Let Us Be a Part of Your Success Story.

Succession Management

Let Us Be a Part of Your Success Story.

High Potential Talent

Let Us Be a Part of Your Success Story.

Talent Development

Let Us Be a Part of Your Success Story.

Career Pathing

Let Us Be a Part of Your Success Story.

Let Us Be a Part of Your Success Story.

Organizational Performance Offerings

Organizational Design

Let Us Be a Part of Your Success Story.

Performance Management

Let Us Be a Part of Your Success Story.

Total Rewards

Let Us Be a Part of Your Success Story.

Engagement & Retention

Let Us Be a Part of Your Success Story.

HR Metrics & Analytics

Let Us Be a Part of Your Success Story.

Our 7D Framework Drives Everything We Do

Discover

Determine the goals, timeline, and budget

Diagnose

Assess and analyze the current versus the desired state

Define

Detail the gap or problem areas and brainstorm solutions for best strategic fit

Design

Map out future state strategy and create plans to get there

Develop

Create the mindset, skillset, and toolset needed to achieve the future state

Deploy

Implement gap-closing strategies to scale

Drive Impact

Continuously measure solutions to ensure desired results

Our 7D Framework Drives Everything We Do

Discover

Diagnose

Define

Design

Develop

Deploy

Drive Impact

Discover

Determine the timeline, budget, and goals of the functional area

Diagnose

Analyze the current state of functional area

Define

Detail the problem areas and brainstorm solutions for best strategic fit

Design

Focused Expertise
to Evolve and Thrive

Your business strategy is the foundation for
achieving your organization’s potential.

Environmental
Scanning

Strategic
HR

Leadership
& Talent

You Make Decisions.
We Help You Make Smarter Ones.

Our unique business model enables you to pick the level of engagement
based on your team’s budget and expertise.

We can do
it all for you

We co-develop
strategies with you
and your team

Determine the timeline,
budget, and goals of the
functional area

Analyze the current state
of functional area

Detail the problem areas
and brainstorm solutions
for best strategic fit

Map the future state of
the functional area and
create a path to get there

Create the mindset, skillset,
and toolset needed to achieve
the future state

Implement gap-closing
strategies to scale

Ensure solutions
continuously create
desired results

Stay connected to RG for up to date trainings,
guidance and actionable insight.