Turning Uncertainty into Actionable Levers

At Solertia, we believe that strong human resources practices can turn turbulent times into opportunities for alignment, clarity, and engagement.

With extensive experience supporting SMEs through transformation, we understand the realities on the ground and recognize that every HR decision and organizational adjustment can have a strategic impact.

In an ever-evolving environment, we are here to help you take consistent, impactful action—beyond times of uncertainty. Whether you need to structure your HR strategic plan, adjust your total rewards program, engage your talent, or lead change successfully, our services are designed to offer practical, flexible solutions rooted in your reality.

Strategic HR Plan

Develop scenarios to support the implementation of your new strategic priorities in a changing environment.

Total Rewards Optimization

Identify opportunities to enhance your total rewards offering in order to strengthen your organization’s financial health, sustainability, and performance..

Key People Retention

Secure your key people so they remain engaged and actively contribute to the transformation of your business model. They are essential drivers of agility and performance.

Organizational Design

Rethink your structure to better execute your priorities and reinforce your organization.

Change Management

Implement a change management plan to mobilize your teams and foster their buy-in throughout the transformation.

Take a strategic pause to act with clarity. We are here to support you every step of the way.

Strategic HR Plan

When Business Priorities Shift, HR Practices Must Follow

Solertia offers a guided, workshop-based approach to help you take stock, realign your HR direction, and build a realistic action plan. This process allows you to assess how changes affect your teams, identify key roles and skills that need to evolve, and design a clear transition plan to reorganize your human resources in line with your strategic priorities.

Are you asking yourself…

  • How can we align our HR vision and priorities to effectively support a strategic shift?

  • Which skills should we mobilize or develop to support this organizational transformation?

  • Should we revisit our organizational structure, key roles, or HR processes?

  • How can we anticipate HR risks and reduce the impact on our teams?

Our support includes:

  • Clarifying the impact of change on your HR strategy

  • Analyzing the effects on teams, skills, and roles

  • Developing an HR action plan aligned with your context: strategic and organizational priorities, business initiatives, and responsibilities

Our approach is flexible and tailored to your specific context.

Make your HR strategy a powerful lever to support today’s priorities and tomorrow’s ambitions.

Total Rewards Optimization

When cost pressure increases, financial consistency becomes essential

This support allows you to review your Total Rewards offer taking into account budget constraints, while maintaining equity and attractiveness. The approach aims to find sustainable, often low-cost levers to support engagement and thus limit impacts on jobs.

Are you asking yourself…

  • How can we generate savings while limiting impacts on jobs?

  • What non-monetary components could enhance the perceived value by employees?

  • How can we optimize our benefits plans?

Our support includes:

  • Analysis of your compensation structure and room for maneuver

  • Identification of possible optimization avenues without affecting engagement

  • Evaluation of non-monetary components to enhance perceived value by employees

  • Adjustment of benefits plans

  • A decision support framework adapted to your reality

Our approach is flexible and tailored to your specific context.

Make informed decisions to reconcile team engagement and budget constraints.

Key People Retention

Your key people are at the heart of your transformation—secure them by providing clarity, recognition, and perspective

This support aims to secure key people—an especially critical aspect during times of change or uncertainty.

Are you asking yourself…

  • Who are the people whose departure would jeopardize the achievement of our plan?

  • How can we clearly communicate our vision to them and reassure them about their role?

  • What program could foster their engagement and long-term alignment of interests?

Our support includes:

  • Implementing customized retention levers, adapted to your context and the aspirations of your key people

  • Providing a vision of all available long-term incentive plans and personalized recommendations

  • Strategies to strengthen the sense of belonging and contribution

  • Planning internal career paths or targeted recognition measures

  • Clear, human, and engaging communication strategies

Our approach is flexible and tailored to your specific context.

Let’s discuss concrete levers aimed at valuing and engaging your strategic resources.

Organizational Design

A structure aligned with your current challenges becomes a key transformation lever

A well-designed structure means more fluidity, clarity, and collaboration in a context of transformation. This service aims to adjust your organizational model so that it truly supports your new priorities, fosters agility, and allows your teams to evolve with confidence.

Are you asking yourself…

  • Does our current structure still support our strategic directions?

  • Does the composition of our work teams still meet our new business priorities?

  • Should we review certain roles, redistribute responsibilities, or clarify accountabilities?

  • How can we improve our organizational efficiency without disrupting the organization’s operations?

Our support includes:

  • Analysis of your current structure and its friction points

  • Adjustment or redeployment of roles according to business priorities

  • Clarification of responsibilities using a responsibility matrix (RASCI)

  • Support in the evolution of the governance model and collaboration mechanisms

  • Concrete recommendations to improve fluidity, decision-making, and accountability

Our approach is flexible and tailored to your specific context.

Evolve your structure so that it reflects your reality and supports your vision.

Change Management

Supporting change means creating the conditions for a clear and engaging transition

This service offers the development of a structured change management plan to plan, communicate, and manage change in a coherent and engaging manner. It equips managers, reassures teams by addressing their concerns, and ensures alignment with the organization’s priorities.

Are you asking yourself…

  • How can we better engage our teams in a context of transformation?

  • Are our managers well-equipped to lead and embody change?

  • Do we have the right messages, at the right time, to generate buy-in rather than resistance?

Our support includes:

  • A change management plan aligned with your priorities

  • Support for the deployment of the change management plan: steps, responsibilities, timeline

  • Preparation of structured and engaging internal communications

  • Support for managers in their role as change ambassadors

Our approach is flexible and tailored to your specific context.

Make change a driver of engagement.

HR Function Essentials Checklist During Turbulent Times

Check out our checklist on the essential HR functions during turbulent times. It covers various aspects, and we would love to enhance it with your input. Contact us to share your suggestions and ask us your questions!

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