Strategic Workforce Planning and Work Design
Most workforce strategies are built for the organisation you have, not the one you're becoming. We help you architect workforce strategies grounded in intentional design - defining what work should remain human, what's augmented, what’s automated, and what human capabilities you'll actually need. This is workforce strategy designed for thriving, not reacting.
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How do you build a strategic workforce plan designed for the AI era?
We help you move from reactive disruption at the edges to intentional design of the system.
That means building organisations where work is reimagined, humans flourish, and AI amplifies what matters most. It’s about knowing what work lives in the ‘engine room’ and what work lives in the
‘value room’. It's about architecting the right blend of humans and AI so that the organisation thrives
in the future, not just survives.
How we can help
Determine your 2030 strategic workforce planning framework
Shape your future workforce by understanding the external and internal context needed to support your business ambitions.
Skills gap analysis and future capability
Using Work Analysis & Design, we decide what remains human, what's augmented, what's automated, and what to protect (‘value room’) or remove (‘engine room’).
Understand how AI & technology will impact your workforce
See what roles will look like in three years, which skills will sunset or sunrise, and how to prepare.
Upskilling and reskilling your workforce
Talent development and workforce agility will become organisational super-powers as work transforms and evolves with AI. We help you develop future-fit talent management strategies.
Understand how your workforce is feeling
As an independent third-party, we provide listening and sentiment analysis to uncover insights and inform yourchange strategies.
Global thought leadership, executed locally
Renowned for its global research,insights and commentary on the future of work,
TQ uses this every day to informits local advisory projects and solutions. Trusted as an independent advisor,TQ helps its clients solve some of their most complex work and workforce challenges in an ever-changing world.
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Intentional design,
built for what’s next
We take an intentional, data-led approach to strategic workforce planning that designs for where your business is going, not where it has been. This involves deep contextual discovery, work analysis, sentiment tracking, and skills mapping to establish what work remains human, what is augmented, and what can be automated. Grounded in our global research and insights, we deliver independent recommendations and practical implementation roadmaps to build workforce agility and long-term capability.
Why Partner with TQ
End-to-end capability & agility
From skill-gap analysis and sentiment tracking to upskilling strategies, we turn workforce agility into a competitive superpower. Grounded in global thought leadership, we deliver practical solutions for complex challenges.
Thriving in the AI era
AI transformation requires re-architecting how work gets done. We help you balance human capabilities with AI automation, optimising your 'engine room' efficiency so your people can focus on high-value impact.
Future-focused design
We build workforce strategies for the organisation you are becoming, not just the one you have. Through intentional design, we determine what work remains human, what is augmented, and what capability you need to thrive.
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Expertise is at your fingertips
Below are the most common questions we get asked. If you do have a question though, feel free to reach out directly.
1. Establish Strategic Context: Define business ambitions and analyse internal/external drivers toward 2030.
2. Redesign the Work: Use Work Analysis to decide what stays human, what is augmented, and what is automated across the "engine room" and "value room."
3. Map Future Capability: Identify 3-year role evolutions, sunrise/sunset skills, and critical capability gaps.
4. Build Talent Agility: Create future-fit upskilling, reskilling, and talent management pathways.
5. Listen & Adjust: Capture employee sentiment to continuously refine adoption and change strategies.
We are very transparent in our approach and have no lock-in contracts. Each project is scoped with an underlying estimate of time and fees. Our discovery will help further refine the scope and project costs. We deliver projects on both a time and materials basis, as well as fixed fee and milestone basis. This gives you the best control over costs.
Strategic workforce planning is the process of intentionally architecting your future organisation – moving away from reactive disruption to design a system where work is reimagined, human capabilities flourish, and technology amplifies business outcomes.
We have a national consulting practice and will allocate appropriate resources to your project. The team will mostly work virtually and come together in person where needed. We successfully manage national and global projects - we've been 'remote first' since we began 15 years ago.
• Align Workforce with Strategy: Ensure the right people with the right skills are in the right roles at the right time.
• Mitigate Workforce Risks: Identify impending talent shortages, aging demographics, turnover, or critical skill gaps early.
• Optimise Labor Costs: Balance supply and demand to cut unnecessary hiring costs while maximising productivity.
We specialise in strategic workforce planning rather than operational resource management. We work with clients to solve broader workforce strategies rather than tactical day-to-day resource deployments. This enables us to think through capability and enablement requirements your business needs to meet future goals.
We share a data wishlist that at the beginning of a project. This is intended to be a 'wishlist' and we do not expect 100% of the data requested. We will work with our customers to obtain whatever data we can and work with what we have been provided.
• Supply & Demand Analysis: Assessment of current capabilities versus future staffing and skill needs.
• Gap Identification: Explicit mapping of upcoming skill shortfalls, surpluses, and critical role risks.
• Actionable Strategies: Targeted roadmaps for recruitment, reskilling, work redesign, and retention.
• Metrics & Financial Impact: Measurable KPIs and budget alignment to evaluate return on investment.
1. Analyse: Assess current workforce capabilities, demographics, and skills inventories.
2. Forecast: Predict future workforce demand based on strategic goals, AI impact, and market trends.
3. Identify Gaps: Compare future demand against supply to pinpoint critical skill shortages and surpluses.
4. Implement & Monitor: Execute upskilling, recruitment, and redesign initiatives while tracking against business KPIs.