Built by people who have lived the problem
WorkRedesign was founded by HR practitioners and workforce strategists who spent years watching organisations buy skills technology they could not actually use. We decided to build something different: a structured, human-led process that turns skills theory into operational reality.
Skills clarity should be the starting point, not the end goal
"Most organisations do not have a skills strategy problem. They have a skills truth problem. Nobody knows what their people can actually do right now."
We exist to solve that. Not by selling you a tag library or a taxonomy licence, but by doing the work: mapping what your people can do, validating it against evidence, and turning that into something your HR leadership, your line managers, and your board can act on.
The AI disruption is forcing every organisation to answer a question they have never had to answer before with this level of precision: what is our actual human capability, and what should we do with it? We help you answer that question in 90 days.
The problem we could not stop thinking about
Our founders spent over a decade in workforce strategy, people analytics, and organisational design roles at organisations going through significant transformation. In every engagement, the same thing happened: HR would commission a skills initiative, consultants would deliver a framework, and six months later the data would be incomplete, untrusted, or abandoned.
The technology was not the problem. The process was. Nobody had defined how to actually gather skills evidence at scale, reconcile conflicts between systems, and get line manager buy-in without adding to their workload.
We built WorkRedesign to solve exactly that. A structured 90-day process, supported by purpose-built tooling, that delivers a validated skills foundation your organisation can actually use.
from first conversation to a board-ready skills foundation your whole organisation trusts
The principles that shape how we work
Every decision we make, from how we structure engagements to how we build our platform, comes back to these commitments.
Human judgment in the loop
AI accelerates the work. Humans validate it. Every skills inference we make is reviewed and adjudicated by a real person before it enters your system of record. We will never automate away that accountability.
Evidence over assertion
A skills tag with no evidence behind it is worse than no tag at all. We link every skill to verifiable sources: completed learning, manager confirmation, demonstrated output, or role history.
Governance from the start
Skills data degrades without governance. We build refresh protocols, owner assignments, and audit trails into the foundation rather than bolting them on after the fact.
Consulting-led, not just software
Software alone does not transform organisations. We embed experienced practitioners into every engagement to make sure the process is designed for your context, not a generic template.
Start small, prove value
We do not ask for a multi-year commitment before you have seen results. Our 90-day Proof of Concept is designed to demonstrate measurable impact before you scale.
Transparent about limits
We will tell you what WorkRedesign cannot do. If your challenge needs a different solution, we will say so. Our reputation depends on outcomes, not on closing every deal.
Practitioners, not just builders
Every person on our team has worked inside HR, people analytics, or workforce strategy before building technology for it.
Sarah Chen
Co-founder and CEO
15 years in workforce strategy and people analytics, including CHRO advisory work at two FTSE 100 transformations. Led the skills framework design at a 40,000-person professional services firm.
LinkedIn
Marcus Webb
Co-founder and CPO
Former Head of People Systems at a global technology company with 80,000 employees. Built and decommissioned three HRIS platforms. Now designs the tooling that makes skills reconciliation possible at scale.
LinkedIn
Priya Sharma
Head of Delivery
10 years leading large-scale HR transformation programmes across financial services and public sector. Designed the 90-day engagement model that WorkRedesign engagements are built on.
LinkedInGuided by people who have led at scale
James Okafor
Former CHRO, Pan-African Financial Group. 30+ years in enterprise people leadership.
Dr. Amara Osei
Professor of Organisational Behaviour, leading researcher on skills-based talent systems.
Tom Rafter
Ex-CTO, enterprise HR software. Advisor to three workforce analytics startups.
Principles that shape every engagement
We are not a SaaS vendor. We are a structured delivery partner. Here is what that means in practice.
We start with your problem, not our product
The Discovery Call is not a sales pitch. It is a working session to understand your workforce challenge, your current data landscape, and whether a WorkRedesign engagement is the right fit right now.
We scope a Proof of Concept before anything else
We do not ask for enterprise commitment before you have seen results. Our 90-day POC is scoped to a defined population with clear success criteria agreed before we start.
We embed alongside your team, not on top of them
Our delivery team works with your HR Ops, your line managers, and your HRIS team. We design every step to build your internal capability, not create dependency on us.
We leave you with something that runs without us
At the end of every engagement, you own the process, the governance model, and the data. Our job is to give you a foundation that your team can maintain and build on independently.
Start with a conversation
A 30-minute call with one of our founders. No pitch deck, no product demo. Just an honest conversation about what you are trying to solve and whether we are the right fit.