Services
Programmes measured by what changes after them, not attendance. Built for workforce performance the board can see.
The work
Leadership, skills, performance management and board training sit on the same book. They are live assignments, held to the same standard as a hire or a monthly payroll.
A programme is recommended after the brief. Work does not begin until outcomes, timetable and fees are agreed in writing.
Scope
Each programme is built for the people in the room and the work they return to.
Programmes for managers and executives measured by what they do differently afterwards, not by attendance sheets.
Targeted development built around the work people actually have to do, including industry-specific and certification programmes.
Training on goal setting, reviews and feedback so the system can be run without the facilitator in the room.
Specialised sessions for boards: structured interviews, mandate and mission, governance and the rhythms of an effective board.
Board training
Specialised sessions for boards that have to hire a CEO, refresh a mandate or tighten governance without taking over management.
Equip board members to run structured, fair CEO and executive interviews, with questions tied to the role profile.
Facilitated sessions to clarify or refresh the organisation mandate, so strategy and management execution share one narrative.
Training on committee structures, board packs and meeting discipline, so oversight does not become operational management.
The behaviours and rhythms of a board that adds value: agendas, collaboration between chair, board and CEO.
Structured cycles so initiatives have owners, timelines and a stated risk appetite before money is committed.
Help the board identify, prioritise and monitor strategic and operational risk, including compliance and reputation.
Method
The sequence below is the ordinary course. The proposal states the actual timetable.
01
Who is in the room, what has to change after they leave it, and how the organisation will know that it did.
02
The programme is written against that outcome. Materials, cases and assessment are built for this client, not pulled off a shelf.
03
The named facilitator runs the sessions. Attendance is recorded. The work in the room is the work in the proposal.
04
Working papers, recommendations and any agreed follow-up are handed over. Residual coaching is limited to what was scoped.
Client work
PACIDA has used Eagle HR for board interview skills, mandate work and governance sessions.
Client work
Board interview skills, vision and mission workshops, governance effectiveness and strategic planning facilitation, delivered as a written programme rather than a one-off event.
Alongside
Other work that sits beside this assignment.
We fill the roles the institution cannot afford to fill wrong. Executive, board and specialist hires, screened to survive appointment scrutiny.
Your full HR function, run to audit standard, without the headcount. Payroll, compliance, records and advisory, owned end to end.
The advisory that keeps you out of the tribunal. Statutory compliance, risk and labour-law exposure, before it becomes a case.
Client comments
Recruitment
“Working with Eagle HR has strengthened our workforce planning and recruitment processes. Their understanding of the public sector has delivered strong results.”
Contact
Tell us who is in the room and what has to change after they leave it. We will say if that is a programme we run.
