Build a High-Performance Culture with Our Strategic Solutions

We deliver effective, efficient human resources services to your business

Executive Performance On Demand.

When We’re Needed.
For As Long As We’re Needed.

Engaged employees are more productive, have lower rates of attrition and strive to enhance the customer/client experience. They look for ways to improve a business and work together to meet the shared vision and mission.

The Osborne Group’s human resource principals work closely with business leaders to develop customized human resources strategies and processes that support the vision, mission and strategic objectives. We help ensure the right fundamentals are in place to support your ability to optimize business effectiveness through engaged employees.

Our HR experts can provide support to your people and culture in the following areas:

Change management
Compensation and benefits review and implementation
Employment contracts
Employee and labour relations
Employee engagement/experience
Leadership development
Occupational health and safety
Pension and benefit reviews
Performance management/succession planning
Policy review and development
Recruitment/talent acquisition and management
Workplace investigations

The Osborne Group has an exceptionally strong HR team with significant experience in all areas of managing people and culture in businesses.

The Osborne Group, a dynamic team of highly experienced executives, has been helping organizations succeed since 1993. We provide a wide range of professional interim management, consulting, planning, and project management services. Our clients are small, medium size and multinational companies in for profit, not-for-profit and government agencies.

We have experience across many business sectors, including:

Consumer packaged goods
Digital marketing/sales
Healthcare
Finance and banking
Insurance
Manufacturing
Technology
Telecommunications
First Nations

Our principals have leadership experience and in-depth knowledge in all areas of business. We get to work quickly and get the job done to the highest standards.

On every assignment we:

Focus on our client’s needs first
Collaborate to develop the best solutions
Work with integrity
Provide excellent quality service
Commit to outstanding results

To determine a specific prescription is for your business, we conduct a comprehensive assessment of a number of factors that underpin organizational health.

How well are you doing on:

Building organizational alignment to your goals through HR strategies, policies, practices and culture
Developing leaders that will take your organization to the next level?
Attracting, retaining and motivating employees with best-in-class talent management strategies and practices?
Providing compensation, benefit and pension solutions that recognize and reward behaviours that allow employees to be successful and encourage their success?
Establishing policies and procedures that are legally compliant and enhance the organization’s ability to deliver superior results?
Supporting current and emerging leaders with executive coaching resources and other professional development strategies?

A comprehensive total rewards review will ensure your organization applies pay equity principles, maintains internal equity and provides a competitive wage to attract, retain, engage and motivate employees.

During a full external market review of compensation, we consider comparator salary rates acquired through surveys; establish salary grids to meet the organization’s compensation philosophy; develop implementation strategies; and provide estimated full implementation costs.

For more information on our compensation reviews or to have us do one for you, use the button below, or reach out to one of our HR experts directly.

A full HR policy review and audit may be required when your organization is going through a major transition, considering how to minimize risk or lift performance. An HR audit will inform business leaders on how HR is managed and overseen and will identify gaps, risks or shortcomings. The HR audit will also focus on operational and practical matters, including policies, procedures and processes, documents and forms.

An HR audit typically includes a review of:

Organizational chart and description of organizational structure
Job descriptions for all roles
Compensation structure for the organization
Overview of any scheduling program or the approach to scheduling
A list of outsourced HR functions
HR policy manual and associated procedures
Any other documents which may provide information on HR practices and their impact on employees

It is generally recommended that employees provide input to the HR audit. Employee input provides rich information on the perceived impact of current HR processes and any perceived process gaps. With the approval of senior leadership, we conduct interviews with staff, asking questions from an approved interview template to ensure consistency.

To learn more about an HR policy review or audit, request a consultation with one of our experts.

The Osborne Group’s principals have extensive leadership training, leadership development and coaching experience and credentials. We have a solid understanding of the common service needs of businesses and the challenges they face adapting to new markets, changing public expectations and new growth and business strategies.

Development sessions for business leaders and managers are custom-designed and delivered on a range of topics including:

Building effective teams
Coaching for performance
Delivering feedback and handling difficult conversations
Communicating for high performance
Problem-solving for high impact outcomes
Best practices for client delivery

Contact an Osborne Principal to discuss your training needs and develop a program to help your organization better serve your clients and customers.

Assignments for coaching and performance management are deeply personal and interactive between the consultant and their “coaching client”. In addition to determining the appropriate scope and time frame for each engagement, the Osborne Group’s Principal will also determine the desired focus areas for the coaching client’s development.

To accomplish this assessment, we:

Liaise with the employer to analyze the coaching client’s current state
Collaborate with the coaching client to determine developmental focus area(s)
Facilitate a strategy with the coaching client for addressing the developmental focus areas
Support the coaching client during implementation of their plan and strategy

Performance management also requires in-depth conversations between the employer’s team leader(s) and staff member prior to structuring an engagement. Contact the Osborne Group to see how we can help.

Talent management is a new, all-encompassing approach to managing and developing the people and culture in your work environment. It includes performance management, employee relations, succession planning and talent acquisition – all of the efforts required to attract, retain and engage current and potential employees.

To remain successful in today’s business world, leaders need to consider how they will work in the future, determine priorities and make the right decisions for the company.

Companies need a talent management strategy that includes elements of culture, mission and vision along with the more traditional considerations. What will an employee experience from their very first conversation or interaction with your business? How will potential employees be treated? How will they be treated once they join an organization? When they are working in the organization, will they feel the company’s values are being lived in the work environment?

Osborne Group Principal Anne Bloom writes about using this comprehensive talent management approach when conducting performance evaluations in “2021 and Beyond”.

Reach out to The Osborne Group to find out how we can support talent management in your business.

When business organizations experience transitions in senior human resources leadership, the CEO may want to take some time to evaluate the future role of HR and the leader required going forward. At the same time, ongoing risk management and the stability of the human resources operations requires continued attention while you’re searching for the right permanent HR leader. An interim HR leader plays a critical role during a leadership transition.

An Interim HR leader from The Osborne Group will assume all the responsibilities of day-to-day HR operations and tackling special projects where required. These may include:

Developing a human resources strategy
Assessing and implementing new human resources processes
Managing human resources risks such as employment legislation or occupational health and safety
Engaging and developing the human resources team
Participating on the senior leadership and board human resources committees
Leading the executive search process for the new human resources leader

Contact The Osborne Group to discuss your needs for interim executive support.

Get in Touch

Our Clients Say It Best

Faced with challenges related to governance, organizational culture, and a leadership transition, we required a consulting firm that could support both our day-to-day operations and long-term strategic priorities. The Osborne Group helped us navigate these complexities by delivering practical solutions tailored to our organization, while also considering the external factors that impact our environment.

Their reputable principals bring deep expertise and a high level of professionalism across their respective disciplines. They took the time to work closely with our team, providing coaching and mentorship that helped build the skills needed for sustained success. As a result, we are now on a clear path to stability and growth made possible through The Osborne Group’s trusted guidance.

Volletta Peters, PhD

Executive Director, Sistering

As a start-up, we had to build everything from the ground up. As a company working in all Canadian provinces, that meant understanding HR standards in each province, developing new policies and implementing a system to hire and retain staff.

Over the years, The Osborne Group has supported us in developing a clear HR strategy, establishing employee standards, and improving our approach to recruitment and retention. The Osborne Group gave us individual, curated support while at the same time providing broad team resources when needed. As a result, we’ve built a strong foundation. We have high staff retention, clear employee standards, and are widely recognized as a great place to work.

Barry Friesen, P.Eng.

Executive Director, Cleanfarms Inc.

Our organization was operating without the systems, procedures, and policies needed to support efficiency, transparency, and productivity. We were extremely busy and lacked the time to reflect and map out where we wanted to go. The biggest challenge was managing change while determining what was truly valuable and what was not.

The Osborne Group helped us develop a strategic plan tailored to our organization. Their approach was not cookie-cutter or based on a standard toolkit. It reflected our workplace and executive board culture and long-term aspirations. As a result, we now have a multi-year plan with clear direction and the confidence to pivot as needed. We are very pleased with the work The Osborne Group did and the thoughtful approach they brought to the process.

Glenn Wheeler

COPE Ontario

Homepage – Waterloo Minor Hockey Association

Our organization lacked clarity around board governance, defined roles, and how each position fit within the overall structure. Entrenched habits and inconsistent practices made it difficult for directors to understand their evolving responsibilities. The Osborne Group provided practical insight into our challenges and a clear path forward. The principal worked to build trust quickly, adapted the approach as needed, and met individually with each director to address the key challenges. As a result, we now operate with clear governance guidelines, structured onboarding for new members, and strong checks and balances to ensure accountability. Overall, the engagement was professional, straightforward, and highly effective.

Tracey Williams

Director of Operations, Waterloo Minor Hockey Association

Our organization needed a strategic plan to enhance our professionalism, establish clear direction, and define our goals. The Osborne Group guided us in creating this plan. Their approach was professional, organized, and structured, enabling full team participation. As a result, we now have dynamic policies, procedures, and sub-committees in place, allowing us to take a proactive approach.

Doug Morrison

President, Board Member, The Table Soup Kitchen Foundation