The work carried out by innovative firms on the Personnel Today Awards 2025 HR consultancy shortlist has helped transform clients’ workforce planning, leadership engagement, recruitment, TUPE issues and provided real-time advice around new legislation.
Dearden HR
Dearden HR, a leading HR consultancy known for its bespoke people and organisational development strategies, partnered with Tricordant to support one non-ministerial government department’s ambitious transformation programme. The goal was to modernise land registration by enhancing customer experience through automation, while enabling staff to focus on complex, high-value work. Recognising the need for a structured approach to workforce transformation, the government department sought expert support to identify long-term workforce requirements and embed sustainable strategic workforce planning (SWP) capability.
Dearden HR worked closely with the department to analyse current workforce data, forecast future scenarios, and develop a robust, data-driven people plan. The team’s collaborative and adaptive methodology ensured that the solution was tailored to the department’s unique context. By engaging stakeholders throughout, they overcame resistance to change, particularly around making future assumptions, and built confidence in the process.
The project culminated in a fully endorsed SWP framework, with clear actions and responsibilities aligned to strategic goals. The department has since integrated SWP into its core processes, enabling future iterations without external support. The initiative has improved cross-departmental collaboration, enhanced operational efficiency, and informed recruitment strategies. Recognised as a model of best practice within the Civil Service, the project has not only delivered immediate impact but also laid the foundation for long-term workforce resilience and strategic alignment.
Let’s Talk Talent
Let’s Talk Talent (LTT), a boutique HR consultancy, supported several organisations in addressing complex challenges around career development, performance, and workforce planning.
One not-for-profit digital provider faced limited employee understanding of career progression and inconsistent managerial engagement. LTT redefined the career development offer by co-creating a clear framework, aligning resources, and embedding tools to support internal mobility. This led to significantly increased manager confidence, improved internal efficiencies, and a notable rise in internal movement.
In the biotech sector, LTT partnered with a rapidly scaling organisation to introduce a structured approach to performance and career development. By mapping roles, co-developing pathways, and designing a tailored competency framework, the consultancy enabled greater clarity around career progression. The initiative contributed to a significant reduction in attrition and increased internal promotions, while training programmes received high engagement and satisfaction ratings.
For a global law firm, LTT developed a performance and career framework applicable across multiple regions. The Success Map, informed by extensive employee feedback, provided clarity on expectations and supported consistent career conversations. Adoption across international offices was swift, with most employees reporting improved understanding and managers demonstrating greater confidence.
Across all projects, Let’s Talk Talent focused on building internal capability, reducing reliance on HR, and embedding sustainable practices. Its tools and resources have been widely adopted, supporting thousands of HR professionals globally.
Peninsula UK
Peninsula UK’s employment services team launched the Are You Ready campaign in response to the 2024 general election, recognising the need to provide timely, accurate guidance on proposed employment law changes. The campaign addressed uncertainty among small and medium-sized businesses by simplifying complex legislative updates and delivering them through a multi-channel communication strategy. This included webinars, podcasts, social media, and press commentary, ensuring wide accessibility and engagement.
The campaign focused on the government’s Employment Rights Bill, breaking down proposed changes into five key categories. This structure enabled clients to understand and prepare for the implications of the new legislation. Peninsula’s internal teams were also equipped with regular updates and training, ensuring advisors could respond immediately to client queries. Operational performance significantly improved, with high call volumes managed efficiently and increased usage of Peninsula’s AI tool, BrAInbox.
The campaign’s reach extended beyond existing clients, with resources made available to non-paying employers and the wider business community. Peninsula’s subject matter experts contributed to national media and professional events, reinforcing its position as a trusted authority on employment law.
The initiative resulted in significantly increased client engagement, improved internal capability, and enhanced public visibility. It demonstrated Peninsula’s ability to anticipate client needs, deliver clear and practical support, and maintain service excellence during a period of political and legislative change.
Sonia Mooney Signature Solutions
Sonia Mooney Signature Solutions partnered with a large NHS trust to address persistent recruitment challenges that were causing operational strain and high attrition. The trust lacked meaningful data, clear processes, and a cohesive recruitment strategy, resulting in inefficiencies, poor candidate and manager experiences, and significant financial losses due to early staff turnover. The consultancy initiated a comprehensive diagnostic phase to uncover the root causes, revealing fragmented structures, manual processes, and a lack of inclusive practices.
In response, the Digital Talent Programme was developed and launched, co-sponsored by the chief people officer and chief digital officer. This cross-functional initiative introduced a new partnership between HR and IT, embedding agile HR principles to drive innovation, collaboration, and sustainable change. The programme focused on creating a seamless, digital, and inclusive employee experience, with co-created solutions tested by internal stakeholders.
The transformation led to significantly improved recruitment and retention outcomes, streamlined digital processes, and enhanced data-driven decision-making. The majority of new hires now experience a consistent onboarding journey, and hiring managers report greater clarity and satisfaction. The trust has also introduced a compelling employer value proposition and inclusive recruitment training. Overall, the initiative has delivered measurable cost savings, improved employee experiences, and established a foundation for long-term organisational effectiveness and resilience in talent acquisition and retention.
The Affable Partnership
The Affable Partnership supported clients through complex workforce transitions linked to business growth, acquisition, and restructuring. In one case, a private equity firm undergoing rapid expansion required support to manage the employment risks associated with multiple acquisitions. The consultancy conducted detailed HR due diligence, ensured full TUPE compliance, and developed strategic communications to support workforce integration. This approach helped retain key talent, reduce disruption, and strengthen post-acquisition engagement.
In a second project, a private investor sought to assess the viability of acquiring a distressed business with a disengaged workforce. The Affable Partnership conducted a comprehensive audit, evaluating performance, capability, and cultural alignment. The findings enabled the investor to make an informed decision, supported by scenario planning and costed options for workforce development or restructuring. This analysis provided clarity on the potential for business recovery and the investment required to achieve it.
Across both projects, the consultancy delivered measurable improvements in compliance, employee retention, and strategic decision-making. Its approach combined technical HR expertise with commercial insight, ensuring that people considerations were fully integrated into business planning. By embedding within client teams, The Affable Partnership provided timely, practical advice that supported successful outcomes. The consultancy’s work demonstrated the value of HR as a strategic enabler during periods of organisational change and investment.
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