HR Scorecard
& Targets.
Reporting gender diversity is what everyone does. Setting a target, giving it to a named member of the HR leadership team, and reviewing it every month until it moves — that's performance management. This is the instrument that turns your people strategy into a plan with owners.
Live example · synthetic data (Crescent Consulting Ltd)
Every metric has a named owner, a leadership sponsor, a review cadence and a defined method. That's the difference between a report and a target.
How the flagship works
Strategy in. A managed plan out.
Translate strategy to targets
Working sessions turn the people strategy into a short list of KPIs that actually matter — each with a defensible target, not a vanity number.
Give every metric a name
Each target is assigned to a member of the HR leadership team, with a baseline and a deadline. Accountability the way Finance and Sales already run.
Run the cadence
A monthly review surfaces what's off-track and why, drives the intervention, and updates the board — so the number moves instead of just being watched.
Consulting and tooling in one. The engagement sets the plan; the instrument keeps it live between reviews. You don't get a slide deck and a goodbye — you get a running scorecard your leadership team is held to.
Turn your people strategy into a plan with owners.
Bring your top three people priorities. We'll rough out the targets, the owners and the cadence live on the call.
Book a 30-min call →