People & Organisation Consulting
Discover what people & organisation consulting involves: how consultants help organisations with change, structure, talent and culture, what they do day to day, the career ladder, and how students prepare for an application.
Introduction
What is people & organisation consulting?
People & organisation consulting is about the human side of an organisation: how you design a company, carry out change, develop talent and build a culture in which people perform. Consultants help organisations translate their strategy into the right structure, roles and way of working.
The work combines analysis with behaviour: a new structure or strategy only works once people actually work differently. The consultant therefore switches between design on paper and what it really takes to bring an organisation along.
People & organisation is a broad and sought-after field, partly due to reorganisations, mergers and the tight labour market. It appeals to students who want to combine analytical work with the human side of organisations.
The practice
Three settings where you practise this field
The breakdown below mainly says something about the type of employer and the clients you serve, not about the quality of the work.
Talent and reward firms are strong in leadership, reward and measuring organisations. Organisation and change advisory firms go deep into structure and change. The strategy houses and the Big Four link the people side to large strategic and digital projects. In addition, many specialists work in-house in an HR or transformation team.
What they do
What people & organisation consultants do
The work differs by project, but the building blocks below come up in almost every people project.
Types of project
The main types of project
People & organisation consulting has a number of recurring project types, even though the sector and the trigger differ greatly.
Sub-areas
The main sub-areas
People & organisation is broad, and many consultants specialise over time in a theme or a sector.
Step by step
How a change process unfolds
Most people projects follow a similar path, from an analysis to embedding and evaluating the change. That cycle repeats, because an organisation keeps developing.
Who does which step depends on seniority. Junior consultants do much of the analysis and preparation, while senior consultants set the design and bring the client along toward the board.
The value of a change process often sits in the last steps: a design that is not embedded and evaluated stays on paper.
Roles
Roles in the people practice
Each step up the ladder shifts the emphasis further from analysis toward leading teams and managing the client relationship. Most consultants climb this ladder at the same firm, though moving to an HR or transformation role in the business is common at any level.
Analyst / Consultant
The entry role straight after a bachelor's or master's.
Senior Consultant
Independently handles part of a project.
Manager
Leads a team and the day-to-day running of a project.
Senior Manager / Principal
Carries responsibility for several projects and client relationships.
Partner / Director
Holds ultimate responsibility for clients and the practice.
Career timeline
How long each step takes
People & organisation consulting has a clear career path. The pace differs by firm and individual, and depends on your results and demand for the field.
Many consultants stay a few years and then move to an HR, transformation or leadership role in the business. Those who stay progress toward Manager and eventually partner or director.
The timeline below gives a general picture. At a faster-growing firm or with strong performance, it can go quicker.
| Level | Typical time in role |
|---|---|
| Business Analyst | 2 to 3 years |
| Consultant / Associate | 2 to 4 years |
| Engagement Manager | 3 to 5 years |
| Partner | top level, 10+ years in total |
Compensation
Compensation in people & organisation consulting
Compensation usually consists of a fixed salary that rises with seniority, and at many firms a bonus tied to individual and firm performance. Pay depends strongly on the type of employer: at an international firm or strategy house it is typically higher than at a small specialist firm.
The ranges below are general indications for larger advisory and consulting firms, and do not apply specifically to any particular firm. Actual pay varies by firm, background and year, and is listed where known in the individual vacancies on this site.
From partner or director level, the nature of compensation changes, tied more closely to your own client portfolio and the results of the firm as a whole.
| Level | Indicative range |
|---|---|
| Business Analyst | €50.000 – €70.000 |
| Consultant / Associate | €70.000 – €110.000 |
| Engagement Manager | €120.000 – €180.000 |
| Partner | €250.000 – €600.000+ |
Ranges are general indications for larger advisory and consulting firms, not specific to any particular firm. See the vacancy pages for concrete salary figures where a firm publishes them.
A day in the life
A typical day for a junior consultant
The day often starts with working out an analysis or preparing a workshop with the client. After that, much of the time goes into interviews, designing a structure or working out a change approach.
A people consultant switches between design and behaviour: a plan has to be both logical and workable for the people who use it. That requires analytical work and a feel for the organisation.
On a day with a workshop or client discussion, the pace shifts: the team runs the session, gathers input and translates it into the next steps.
Juniors
What junior consultants do
Junior consultants carry much of the analysis and preparation work a people project rests on, under the supervision of a Manager.
- Making analyses
- Preparing interviews
- Supporting workshops
- Working out designs
- Building benchmarks
- Tracking progress
- Joining client sessions
- Aligning with the team
Much of this work goes back and forth within the team and with the client before a design or approach is ready. That repetition is not inefficiency, it is how a junior consultant learns what makes a change workable and supported.
Skills
Skills you will need
Analytical ability and a feel for people get the most attention, but the consultants who stay longest often stand out for the ability to connect a design and the behaviour of people.
Getting in
How you get into people & organisation consulting
The routes are broad: students come from business, psychology, social science and economics programmes. A feel for people and analytical ability are important pluses.
Preparation
How to prepare as a student
Preparation works best when it starts well before the application. Firms test your analysis and whether you can make a change concrete and workable.
Compare
People & organisation versus other paths
These paths sometimes overlap, which is why students mix them up. The distinction mainly lies in the focus on the people and organisation side.
People vs Strategy Consulting
Strategy decides an organisation's broader choices. People focuses on the structure, talent and culture to make those choices happen.
People vs Operations Consulting
Operations improves execution and processes. People focuses on the structure, behaviour and people behind them.
People vs Technology & Digital
Technology builds the digital side. People makes sure the organisation and its people move along with that change.
People consulting vs an in-house HR role
An in-house HR role works for a single organisation. As a consultant you work for many clients and see many different approaches in a short time.
People consulting vs Employment in law
The legal side of employment and works councils belongs to the legal path. People consulting focuses on design, change and talent.
Employers
People advisory firms in the Netherlands
We only name firms here with a verified profile on this site and a clear people or organisation practice in the Netherlands. The list grows as we confirm more firms.
In addition, many strategy houses and the Big Four have their own people and change practice. You will find them on the companies page and on the other consulting paths.
International talent, leadership and reward firms
Dutch organisation and change advisory firms
Vacancies
People & organisation vacancies
We only show real, current openings with a link to the employer. Internships, traineeships and consultant roles appear here. In the meantime, browse all current vacancies.
View all vacanciesResources
Recommended resources
FAQ
Frequently asked questions
What is people & organisation consulting?
It is the advisory field around the people and organisation side of a company: consultants help organisations with structure, change, talent, reward and culture.
What degree do I need?
The routes are broad. Students come from business, psychology, social science and economics programmes. A feel for people and analytical ability are important.
What does a people consultant do day to day?
Consultants make analyses, design organisations, guide change, develop talent and work on reward and culture.
What is the difference with an HR role?
An HR role works for a single organisation. As a consultant you work for many clients and see many different organisations and approaches in a short time.
Is people & organisation a sought-after field?
Yes. Due to reorganisations, mergers and the tight labour market, there is a lot of demand for advice on the people and organisation side.
How much do you earn in people & organisation consulting?
Pay depends strongly on the type of employer and is typically higher at an international firm or strategy house than at a small specialist firm. Actual pay is listed where known in the vacancies on this site.
What skills do you need?
Analytical thinking, a feel for people, communication, persuasiveness and the ability to connect a design and the behaviour of people.
How do I get into this field as a student?
Get to know organisation and behaviour, do a relevant internship, and apply via campus or the firm's website.
Related
Related consulting paths
Start your journey in people & organisation consulting
Browse open vacancies or discover the other consulting paths.