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PFMR

Taking on work from November 2026

Get more from
the teams and tools
that run your business.

We work with your team to redesign how you operate, so the time AI frees up goes into serving customers and growing your business.

We bring 18 years' experience helping teams get more from their technology. Let's spend 30 minutes working out where to start with yours.

Let's talk See what we do

Why work with us

Big consulting firms care about margin and the next sale. We work towards transformational outcomes that help your business run more effectively, so you can grow, innovate and evolve. We won't promise outcomes that aren't practicable. You deal with the same senior person from start to finish.

We practise what we preach with AI. It gets us to outcomes faster, and we bring the experience, context, nuance and judgement on top. That's how AI should be used, in our work and in yours.

In every engagement

  • A baseline of how your business runs today, so you can measure the difference changes make
  • Each activity rated for what AI could take on and how ready it is, helping you decide where to start
  • Interviews and working sessions with the people who know the work best, grounding recommendations in their day-to-day experience
  • Custom AI tools we've built to turn weeks of work into days, getting you to outcomes sooner

The engagements

What we do

01

Business operations and AI opportunity review

Fixed-fee review

Know what to consolidate, fix or add in how your business runs and where AI fits, so the same team can do more and offer better service.

For CEOs, MDs, owners and COOs.

Included in the review

  • Every platform you pay for on one registerPlatform register Every platform on one list, with its seats in use, cost, renewal date and owner, and a keep, consolidate or retire call before each contract renews. See the worked example, marked keep, consolidate or retire
  • A scorecardScorecard Each area or function scored across its people, process, technology and service delivery, from developing to established, with every rating traced to interview or document evidence. See the worked example of how each assessed function runs today, across people, process, technology and service delivery
  • An AI heat mapAI heat map Each area rated for how far AI could take it, from human-only to AI-run, and for how ready it is today. It shows the quick wins, the foundations to fix first and the work that stays human. See the worked example and an opportunity mapOpportunity map Each opportunity rated for its value against your priorities and the effort and readiness to deliver it. Work starts with the quick wins, and the rest is sequenced from there. See the worked example, with the largest opportunities ready for AI work redesign
  • A roadmapRoadmap The workflows worth redesigning, one a quarter in the order the results would land, each with the furthest step AI could take it and what it could deliver. See the worked example showing what redesigning each workflow could deliver, with a playback to your leadership team
First step
A full day with your leadership team
Let's talk
02

People function and AI opportunity review

Fixed-fee review

Know what to keep, fix or change in the 3 to 5 HR capabilities that matter most to you, and where AI could take on some of the work.

For CPOs, heads of HR, and founders or COOs of fast-growing firms.

Included in the review

  • A scorecardScorecard Each capability scored across people, process, technology and service delivery, from developing to established, with every rating traced to interview or document evidence. See the worked example of how each capability runs today, across people, process, technology and service delivery
  • An AI and technology heat mapAI and technology heat map Each capability rated for how far AI could take it, from human-only to AI-run, and for how ready it is today. It shows the quick wins, the foundations to fix first and the work that stays human. See the worked example showing how far AI could go in each capability and how ready each one is
  • An opportunity mapOpportunity map Each opportunity rated for its value against your priorities and the effort and readiness to deliver it. Work starts with the quick wins, and the rest is sequenced from there. See the worked example, with a starting point and a six-month sequence
  • A report and executive playback with recommended next steps
First step
A full day with your HR leadership team
How long
Sized to the HR capabilities you choose
Let's talk
03

AI work redesign

Embedded, by the quarter

Put AI to work inside one workflow a quarter, and measure what changed.

For CEOs and COOs working with their CPO.

Included every quarter

  • Every task in the workflow sorted into human-onlyHuman-only AI isn't used. The call needs a person's judgement and accountability, like telling someone their role is redundant or deciding whether to close a site. See the ladder in a worked example, AI-assistedAI-assisted AI helps one person with a task they still own, like an HRBP preparing for a difficult performance conversation or a finance lead drafting a board paper. See the ladder in a worked example, AI-embeddedAI-embedded AI is built into the workflow and completes a significant portion of it, and people do the rest. It ranks each job application for a recruiter to shortlist, or reads every supplier invoice so accounts payable only handles the mismatches. See the ladder in a worked example or AI-runAI-run AI owns the work within limits you set, and people oversee it and handle the exceptions. It books interviews around candidates' and managers' diaries, or chases overdue invoices and passes the stubborn ones to a person. See the ladder in a worked example
  • The workflow rebuilt with the team that runs it, with AI taking on more each month
  • A short weekly routine for your managers, so the new way of working sticks
  • Before-and-after numbers on speed, quality, risk and take-up
  • Guardrails for safe AI use, in line with Australia's national Guidance for AI Adoption
First step
Half a day with your leadership team to pick the first workflow, or building on either review
How long
A quarter at a time, about 1.5 days a week
Let's talk

Just some of the challenges we can help solve

Common sticking points

If any of these hit a little close to home, it's probably time we spoke.

  1. You don't know where to start with AI

    There's plenty of appetite, but no agreed view of where AI would pay off in your business, or who owns it.

    AI work redesign

  2. How things get done lives in a few people's heads

    Procedures were never written down, so when one person is away, the work waits.

    Business operations review

  3. Your best people are stuck in repetitive admin

    Most of their week goes on processing and routine queries, so there's little time left for the work you hired them for.

    Business operations review

  4. There's no front door for HR

    Staff email whoever they know, so the same questions get answered over and over, and nobody can see the demand.

    People function review

  5. You've invested in AI, but the work hasn't changed

    People use it to draft and summarise. Nobody redesigned a process around it, so the gains stay with individuals.

    AI work redesign

  6. The pilots don't add up

    A few teams are trialling AI tools, but with no owner and no plan, none of them scales.

    AI work redesign

Our methods in practice

What we could build together

Examples of the type of work and insights you can expect to see from working with us.

Example 01Illustrative

How each area runs today

We score each function or area in scope across its people, process, technology and service delivery, from developing to established. Every rating traces back to interview or document evidence, and the weakest scores show the foundations to fix first.

Business operations reviewPeople function review

Scorecard, four in scope
Function PeoplePeople The skills and capacity of the team doing the work, and how clearly roles and decisions are owned.ProcessProcess How consistently the work gets done, how many handoffs and workarounds it takes, and whether anyone has written it down.TechnologyTechnology How well the platforms support the work, whether the data can be trusted, and how much still happens by hand or in spreadsheets.Service deliveryService delivery How easily the people who rely on the function, such as customers, franchisees or other teams, get what they need, how quickly, and how they rate it. OverallOverall A rounded rating from the pillar scores. It becomes the readiness rating that row carries into the heat map.
OperationsStrong use of the job system; last-minute changes still go by text message People: EstablishedProcess: EstablishedTechnology: EstablishedService delivery: Progressing Established
ComplianceThorough auditors; reports retyped from paper forms People: EstablishedProcess: ProgressingTechnology: ProgressingService delivery: Progressing Progressing
Head officeProcedures sit with one or two people, and there's no shared knowledge base People: ProgressingProcess: DevelopingTechnology: DevelopingService delivery: Developing Developing
CommercialStrong client relationships; pricing tracked in spreadsheets People: EstablishedProcess: ProgressingTechnology: DevelopingService delivery: Established Progressing
Area PeoplePeople The skills and capacity of the team doing the work, and how clearly roles and decisions are owned.ProcessProcess How consistently the work gets done, how many handoffs and workarounds it takes, and whether anyone has written it down.TechnologyTechnology How well the platforms support the work, whether the data can be trusted, and how much still happens by hand or in spreadsheets.Service deliveryService delivery How easily employees and managers get help, how quickly requests are resolved, and how they rate the service. OverallOverall A rounded rating from the pillar scores. It becomes the readiness rating that row carries into the heat map.
Talent acquisitionStrong use of the platform; offer approvals wait on email People: EstablishedProcess: EstablishedTechnology: EstablishedService delivery: Progressing Established
HR systems managementMost service desk tickets answered by hand from the knowledge base People: ProgressingProcess: ProgressingTechnology: EstablishedService delivery: Developing Progressing
Workforce administrationPosition data out of date, and policies in three versions People: ProgressingProcess: DevelopingTechnology: ProgressingService delivery: Progressing Developing
Health, wellbeing and workplace relationsExperienced advisers; case notes kept in spreadsheets People: EstablishedProcess: ProgressingTechnology: DevelopingService delivery: Progressing Progressing

One filled square is developing, two progressing and three established. The overall rating is each row's readiness in the heat map, and the lowest pillars point to the foundations to fix first.

Example 02Illustrative

Where AI fits, area by area

We rate each function or area in scope for the furthest step AI could take it, from human-only to AI-run, and for its readiness today. That separates the quick wins from the foundations to fix first and the work that stays human.

Business operations reviewPeople function review

AI and technology heat map, four in scope
Function How far AI could take itHuman-onlyHuman-only AI isn't used. The call needs a person's judgement and accountability, like telling someone their role is redundant or deciding whether to close a site.AI-assistedAI-assisted AI helps one person with a task they still own, like an HRBP preparing for a difficult performance conversation or a finance lead drafting a board paper.AI-embeddedAI-embedded AI is built into the workflow and completes a significant portion of it, and people do the rest. It ranks each job application for a recruiter to shortlist, or reads every supplier invoice so accounts payable only handles the mismatches.AI-runAI-run AI owns the work within limits you set, and people oversee it and handle the exceptions. It books interviews around candidates' and managers' diaries, or chases overdue invoices and passes the stubborn ones to a person. Readiness and verdict
OperationsJob scheduling, inside the platform you have Furthest step: AI-run EstablishedQuick winCurrent platform
ComplianceSite audit reports drafted from photos and past findings Furthest step: AI-embedded ProgressingQuick winThe audit app you have
Head officeReplies to customer enquiries, once the knowledge base is in place Furthest step: AI-embedded DevelopingFix foundations firstNew tool, the knowledge base
CommercialKey account and supplier negotiations stay with people Furthest step: Human-only ProgressingStays humanNo tool needed
Area How far AI could take itHuman-onlyHuman-only AI isn't used. The call needs a person's judgement and accountability, like telling someone their role is redundant or deciding whether to close a site.AI-assistedAI-assisted AI helps one person with a task they still own, like an HRBP preparing for a difficult performance conversation or a finance lead drafting a board paper.AI-embeddedAI-embedded AI is built into the workflow and completes a significant portion of it, and people do the rest. It ranks each job application for a recruiter to shortlist, or reads every supplier invoice so accounts payable only handles the mismatches.AI-runAI-run AI owns the work within limits you set, and people oversee it and handle the exceptions. It books interviews around candidates' and managers' diaries, or chases overdue invoices and passes the stubborn ones to a person. Readiness and verdict
Talent acquisitionInterview scheduling, inside the platform you have Furthest step: AI-run EstablishedQuick winCurrent platform
HR systems managementService desk triage suggestions from your knowledge base Furthest step: AI-embedded ProgressingQuick winNew tool
Workforce administrationRoutine policy questions, once position data and policies are clean Furthest step: AI-run DevelopingFix foundations firstCurrent platform, after the data fix
Health, wellbeing and workplace relationsInvestigations and redundancy conversations stay with people Furthest step: Human-only ProgressingStays humanNo tool needed

The filled steps show how far AI could take each area. Quick wins are tagged, and the work starts there. Readiness comes from each row's scorecard, and each row says whether the current platform can do it.

Example 03Illustrative

What to fix first

For each function or area, we map two to four opportunities. We rate their value against the priorities agreed at the start, and assess effort and readiness. Work starts with the quick wins in the top-left quarter.

Business operations reviewPeople function review

Opportunity map, six opportunities
Job scheduling in operations and site audit reports in compliance are quick wins. A shared knowledge base and replies to customer enquiries, both in head office, are high value but harder. Training record reminders are easy but lower value. Replacing the job management system in operations is parked. Quick wins Plan for Fill-ins Park Effort and readiness, from easier to harder Value against your priorities 1 2 3 4 5 6
Operations
1Job scheduling
6Replace the job management system
Compliance
2Site audit reports
Head office
3A shared knowledge base
4Replies to customer enquiries
Training
5Training record reminders
Interview scheduling in talent acquisition and service desk triage in HR systems management are quick wins. Clean position data and AI answers to policy questions, both in workforce administration, are high value but harder. One onboarding checklist in talent acquisition is easy but lower value. Replacing the case management tool in health, wellbeing and workplace relations is parked. Quick wins Plan for Fill-ins Park Effort and readiness, from easier to harder Value against your priorities 1 2 3 4 5 6
Talent acquisition
1Interview scheduling
5One onboarding checklist
HR systems management
2Service desk triage
Workforce administration
3Clean position data
4AI answers to policy questions
Health, wellbeing and workplace relations
6Replace the case management tool

Numbered in the order the work would go. Quick wins sit in the shaded quarter, and each opportunity traces back to a finding in its function or area. The map groups them into work packages with a six-month sequence.

Example 04Illustrative

What to consolidate

Every platform goes on one register, with its seats, cost, renewal date and owner. Each one gets a keep, consolidate or retire call before its contract renews, and the register shows where a new tool would pay for itself.

Business operations review
Platform register, six platforms and one gap across five functions
Platform Seats in use Call
Project tool AMarketing, renews in 2 months 14 of 40seats in use ConsolidateInto project tool B
Forms appCompliance, renews in 3 months 9 of 30seats in use ConsolidateInto the audit app
Survey toolHead office, renews in 1 month 0 of 10seats in use RetireNo use last quarter
Project tool BOperations, renews in 7 months 22 of 25seats in use KeepTakes on marketing's projects
Learning platformTraining, renews in 5 months 96 of 120seats in use Keep
Audit appCompliance, renews in 9 months 51 of 60seats in use KeepTakes on the forms
Knowledge baseAll functions, not yet bought New AddFor procedures that sit with one person

Each bar is the seats paid for, filled to the seats in use: 192 of 285 are used. The calls land before each contract renews, and the dashed row is a tool to add.

Example 05Illustrative

What each workflow could deliver

The largest opportunities become a roadmap. Each workflow shows the furthest step AI could take it and what redesigning it could deliver, in the order the work would go.

Business operations review
Roadmap, four workflows over the next year
When Workflow AI step Could deliver
Quarter 1 Job schedulingOperations AI-runAI-run AI owns the work within limits you set, and people oversee it and handle the exceptions. It books interviews around candidates' and managers' diaries, or chases overdue invoices and passes the stubborn ones to a person. Fewer reschedules, with jobs booked around crews' availability
Quarter 2 Site auditsCompliance AI-embeddedAI-embedded AI is built into the workflow and completes a significant portion of it, and people do the rest. It ranks each job application for a recruiter to shortlist, or reads every supplier invoice so accounts payable only handles the mismatches. Same-day audit reports, drafted from photos and past findings
Quarter 3 Customer enquiriesHead office AI-embeddedAI-embedded AI is built into the workflow and completes a significant portion of it, and people do the rest. It ranks each job application for a recruiter to shortlist, or reads every supplier invoice so accounts payable only handles the mismatches. Faster first replies, drafted from the new knowledge base
Quarter 4 Training recordsTraining AI-runAI-run AI owns the work within limits you set, and people oversee it and handle the exceptions. It books interviews around candidates' and managers' diaries, or chases overdue invoices and passes the stubborn ones to a person. Overdue modules chased automatically, so gaps close before audits

One workflow a quarter, starting where the results land soonest. Each goes into AI work redesign, and what it delivers is measured against its own baseline.

The right fit

Who we work best with

Our best work happens when most of these are true.

A good fit

  • You own the outcome, or you can bring the people who do
  • You know something is holding the business back, even if you can't put your finger on it
  • You want AI to change how work gets done, and you want to see it through
  • We can talk to the people responsible for the work

Not a fit

  • You want a strategy deck that will sit on a shelf
  • Nobody senior owns the change
  • You need software built or systems integrated
  • You need someone to run HR day to day

The wider work

Other work we take on

After a session or a review

  • People function designThe future service catalogue, a delivery model with AI and agent roles, structure options and a phased roadmap.
  • Organisation design for an AI strategyThe operating model, workforce choices and AI governance your strategy needs.
  • Choosing HR technologyUp to three shortlisted platforms demonstrated on your own scenarios, with vendor claims checked and a business case.
  • Implementation assuranceAn independent check on a platform rollout while it runs, two to three days a month.

For partner firms

  • Resell our engagementsOur people function review or AI work redesign, contracted through you.
  • Workstream leadA senior lead for HR transformation, AI in HR, change and adoption, or service design, inside your engagement.
  • Bid supportThe solution story, proposal and orals coaching for one pursuit.

Built into the work

  • FacilitationSessions that get a leadership team to a decision.
  • Capability buildingManager routines and training, so the change sticks after we leave.
  • People analyticsMeasures from your people data, tracked before and after the change.

Before we talk

Common questions

How is this different from hiring a big consulting firm?

The person you meet stays with you from start to finish and works inside your team. You pay for the areas, functions or workflows in scope.

Our software vendor already handles rollout and training. What do you add?

Your vendor handles rollout and training for its product. We work with your team to redesign the roles, manager routines and measures around it.

Do you build the AI?

Your technical team or tool vendor configures and connects the tools, and we redesign the workflow around them. We build and run AI agents in our own practice too, so the design starts from what the tools can do today.

We're not sure we're ready for AI. Is it too early?

Start with the leadership session. Your leaders score six foundations beforehand, and within about two weeks a written playback names what to fix first and the first workflow to change.

Which review do we need?

If the main question is your people function, start with the people function review. If it is how the business runs across its functions and platforms, start with the business operations review. The largest opportunities from either review go into AI work redesign.

We're about to renew or replace a platform. Why review first?

A review shows what to keep, consolidate or fix before you sign, so the new platform does not inherit today's workarounds.

How much of our team's time does it take?

Up to 10 leaders spend half a day to a full day in the leadership session, depending on the engagement. A people function review of three HR capabilities needs five interviews, two focus groups, your documents and someone to manage the diary, over about three weeks. A business operations review also needs your platform list, with seats, costs and contract dates. In embedded work we spend about 1.5 days a week with the team, and its managers keep a weekly routine.

How are fees set?

Every fee is fixed, in Australian dollars excluding GST, and set out in your proposal before work starts. Fixed projects are paid half on signing and half on delivery, and the embedded quarter is invoiced monthly.

Next step

Start with a 30-minute call.

Talk us through your challenges, and we'll work out together where to start and how to tackle them.

Let's talk

Taking on work from November 2026