Are you thinking to optimise your HR Systems, Processes or Practices?

We design up to date, efficient, scalable and people centred frameworks that align HR functions with business goals.


Designing and implementing strategic HR systems (talking about structure and framework), processes (meaning the implementation workflow) and practices (day to day application) that support organisations workforce management aligned with local labour law are our strengths.

End to end Renewal of pay ranges, redesign of compensation and benefits


...handling the implementation phase...

Full service of renewal of pay ranges (and total rewards) include not only the diagnostic and the design of the new pay and rewards methodology but particularly the assessment of the client's ability & capability to implement it. At Re HR we are mindful that new pay structures are guided by legislative frameworks, rights of employees given in the contracts previously signed and therefore solemnly the design of new pay model without possessing the implementation experience leads to failure on design end. By partnering with a client we weight the objectives with level of risk that a new pay system poses  on employee experience.  We are preparing end to end the roadmap for implementation all the way to the process of handing out renewed employee contract, this of course meaning all previous steering meetings with trade union and works council and sign off of required internal acts.

There is a wide range of services available, each tailored to meet the unique challenges your organisation face - as many people related challenges there are, there's a service available to address them.

The policies and process are your answers to your organisational and cultural  change.  They can take form of designing a new Workforce planning systems in order to create efficient employee cost forecasting or to simply meet the demands of managing flexible working  ecosystems, maybe to respond to talent gap  or to tackles opportunities arising with aging populations.  It can mean Optimising payroll systems, like renewal of pay scales and proposing gender gap salary adjustments to meet DEI commitments, redesigning total rewards to retain or attract talent within strategic workforce. It can also mean designing organisational job design and rephrase responsibilities within job profiles to grow your talent...

Establishing policies and principles for Remuneration Committees

Developing Workforce planning systems

Designing and managing the Speak Up channels

Implementing policies for defining  risk takers





Objective handling of employee relations matters

Handling complex Employee relations matters and cases such as grievance, mobbing and misconduct

read more about operating models like shared services or BP model

Implementing Smart Work and flexible working principles




Developing frameworks for effective workforce scheduling  (time management)

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