Build the capability to go further.

The right specialists, at the right level of involvement.

How we work with you

We adapt our involvement to your needs. Choose the level of partnership that fits.

Advisory

Strategic guidance from Foundation
Partners. You lead execution.
Best for:
Founders with bandwidth; companies running lean

Fractional

We work alongside your leadership team to shape direction and strategy.
Best for:
Growing companies who want expertise at the top; your team handles the rest

Embedded

Foundation Partners becomes your people team - or part of it.
Best for:
Scale-ups without people capacity; rapid growth

Discovery and execution
run in parallel from day one.

We learn what matters through active discovery, not lengthy desk research. From day one, we're embedded, asking the right questions, and taking practical action in real time. 
Clarity and momentum build together.

Day 1

Discovery (2–4 weeks)

Deep dive • Interviews • Survey

Priority deliverables

Compliance • Risk • Quick wins

01

Present roadmap to leadership

Quick wins • 3–6 months • Long-term


02

Roadmap delivery

Hiring • Strategic initiatives • Processes and policies

03

Regular check-ins & reviews

Weekly/bi-weekly/monthly on initiatives • Quarterly roadmap reviews

04

Quarterly reviews

Assess progress • Adjust priorities • Next quarter

We work with you to make sure your business gets exactly what it needs

Build your people strategy

Every decision you make about your people should connect back to business outcomes. A clear people strategy turns reactive HR into a genuine competitive advantage — giving you a plan for business success, not just a process.

People strategy design aligned to your business goals
Workforce planning - the right people, in the right roles, 
at the right time
People team structure and operating model
HR business partnering - strategic advisory support for your leadership team
People roadmap and prioritisation (what matters most, and when)
Build vs. buy vs. borrow talent decisions
Measuring the impact of your people function

Hire the best people

Every great hire compounds — the right people attract more right people, raise the bar, and make the whole business better. Getting recruitment right from the start means you build a team you're proud of, faster.

Employer brand and candidate experience design
Ensure best in class recruitment
Hire your leaders
Hire your managers
Hire your wider team

Build your foundations

Before you can grow, you need to get the basics right. Solid foundations protect your business legally, give your first hires a great experience, and mean you're never scrambling when headcount doubles overnight.

People Ops set up from scratch
Employment contracts, policies and handbooks
Compliance and employment law essentials for your stage and geography
Designing your core practices - recruitment, onboarding, performance
Implementing your people and talent tech stack
Setting up a PEO or EOR if you need it
Manager and employee guidance - so your policies actually get used
People data and reporting foundations

Scale at speed

When growth accelerates, the cracks appear fast — in how decisions get made, how new people get up to speed, and whether your culture holds. We help you build the operating rhythm and muscle your business needs to move fast without breaking.

Meeting and sprint cadence that keeps teams aligned without slowing them down
Decision-making frameworks (RACI, DRIs) so the right people own the right calls
Hiring and onboarding practices built for volume without sacrificing quality
Hiring your team through embedded talent
Documentation and knowledge management as you grow
Maintaining culture and values during rapid headcount growth
Reviewing and stress-testing your practices to keep pace with the business

Drive performance

A high-performance culture doesn't happen by accident — it's built through consistent, well-designed people processes. When your team knows what great looks like and feels supported to get there, business results follow.

Goal setting frameworks
Defining high-performance behaviours
Performance enablement - 1:1s, development, career conversations
Performance reviews - creating a structure that actually drives performance
Progression frameworks to support development and retention of your best people
Manager capability building (performance conversations are only as good as the managers having them)
Feedback culture and cadence
How to handle underperformance

Increase retention

Replacing great people is expensive, disruptive, and demoralising for the team. Understanding what makes your people stay — and acting on it — is one of the highest-return investments a growing business can make.

Reward philosophies (pay and benefits)
Comp frameworks + benchmarking
Progression frameworks
People Experience surveys
People Data capture
Exit interviews and analysis
Manager effectiveness (the biggest driver of attrition)

Design your organisation

How you structure your organisation shapes how fast decisions get made, how well teams collaborate, and whether your best people want to stay. Good org design creates clarity — and clarity creates momentum.

Organisational structure
Culture design and evolution
Levelling
Restructures
Goal setting (company, team + individual
Team charters and ways of working
Planning for future growth (what does the org need to look like in 12–18 months)

Expand internationally

Going global is one of the biggest opportunities - and risks — a company will face. Getting the structure, people, and compliance right from the start saves years of costly unwinding.

Crafting timelines and budgets for expansion
Design the new international organisation
Creating hiring plans
Ensuring the right comp and equity structures for your expansion
Support on culture translation (not transplant)
Connecting you with the best in international expansion set-up (incorporation, tax, insurance, PEOs’ EORs…)
On the ground teams in the UK/ EU and USA to drive success
Managing cross-border leadership
Global vs local operating models

Coach your leadership team

The difference between a good company and a great one often comes down to the quality of its leadership. Investing in your leaders isn't a nice-to-have - it's what unlocks the potential of everyone beneath them.

Drive strong management and leadership practices
Support on People challenges
Advise on all aspects of strategic communication, people and culture
Leadership team offsites and alignment sessions
Succession planning
Navigating conflict at the top

A blend of specialists, at
the right level of involvement.

Our operating model embeds expertise by need - so you get the blend of experience and specialisation tailored to your needs.

People Partner

Owns the operating rhythm building the function, frameworks, processes, employee relations and expansion.

People Partner

Owns the operating rhythm building the function, frameworks, processes, employee relations and expansion.

Talent Partner

Talent acquisition - sourcing screening and managing candidate experience.

People Executive

Owns the operational backbone - HR tech, onboarding, data compliance, hiring processes.

Talent Executive

Marketing mapping, candidate pipeline, ATS management and interview coordination.

Chat to one of our co-founders

Our advisors have led, scaled and transformed organisations across industries. We bring hard-won expertise — not theory.

Andy Meikle

Co-Founder + CEO
Book a call

Andrew Richardson

Co-Founder + Managing Partner
Book a call