Too busy with today to plan for tomorrow?
Most leaders are running fast to stay still. Talent Spine helps UK organisations use the pressures of the day job to build a clear, practical plan for their people, skills and structure. You do not need perfect data to start.
The problems we hear most
Most leaders recognise several of these. Inclusion runs through all of them: we look at who is in your data, how jobs are designed, how people are chosen and paid, and who gets to progress.
-
We do not really know what we have.
Skills, roles and where people sit are scattered across spreadsheets, systems and people's heads. We build a working picture from the information you already hold, including who is and is not represented, and tell you honestly how far you can rely on it.
-
We are too busy fighting fires to plan ahead.
Vacancies, leavers and urgent requests take every hour. We turn those day-to-day pressure points into the evidence for a longer-term plan, so today's problems stop crowding out the future.
-
We cannot see what we will need.
Strategy, funding, demand and AI are all moving, and it is unclear which roles and skills matter most. We start from where your organisation is heading, work out the capability it needs, and show the gap.
-
We keep doing the same thing and getting the same result.
Sometimes what the organisation wants is not what the market will supply, at the pay, in the place or in the time available. We test your plan against what the market supports, then help you make different choices: develop, redeploy, redesign, automate, or look outside only where it is the right answer.
-
Our jobs and structures have not kept up with the work. Operating Spine
Roles were written for how work used to be done, and AI is changing that again. We redesign jobs and organisational structures so the work, the roles and the career paths fit together, and so more people can see a place for themselves.
-
We are not sure our pay is fair or competitive. Research Gate
We test your pay against the market and for fairness, and find pay compression and equal pay risks before they turn into claims.
-
We have a plan, but we need leaders and teams to make it happen.
Leadership development, coaching and team effectiveness, grounded in how your organisation actually runs. Our approach is mission-led: leaders set clear intent and outcomes, then trust their teams to decide how to deliver. Where selection and development matter, we work with experienced occupational psychologists and analyse the data first, so conversations with individuals are about development, not data collection.
What you get
People decisions you can defend.
Workforce strategy decisions you can rely on. They make sense, they are backed by data, and you are comfortable standing behind them in front of your board, your team and your peers.
Start with today. Plan for what comes next.
You do not need perfect data or a long project to begin. We start with signals you already hold: vacancies, leavers, overtime, agency spend, and the skills you can see today. From those we build a working picture of where you are, what you will need and the gap between them. Then we test what the market will support and help you choose how to close the gap, using seven levers.
Build
Develop and reskill the people you already have, and open up internal mobility.
Buy
Bring in capability from outside where it does not exist inside and cannot be built in time.
Borrow
Use contractors, agencies and partners for flexible or specialist capacity.
Bind
Keep the people you cannot afford to lose, through onboarding, pay and progression.
Balance
Move work, roles and locations to where capacity and cost make sense.
Bounce
Manage planned exits and transitions fairly, and keep the door open to return.
Bot
Automate the work that technology now does better, and redesign the jobs around it.
- The right mix comes from the plan, not from habit.
For leaders who know that doing what they have always done will not get them where they need to be
You are responsible for your organisation's future, and you can see that the current way of working will not deliver it.
You have a problem that keeps coming back, and you are ready to try a different approach.
You want decisions backed by evidence, so you can explain them with confidence and stand by them.
Who we work with: leaders and organisations across the UK, in the public and private sectors, who are prepared to do something different to secure their own future.
Clear scope, clear fee, usable answers
We keep engagements tight, so you know what you are buying and what you will have at the end. Inclusion is built into every step, not added at the end.
Fixed scope and fee
We agree the work and the price before we start. No open-ended days and no surprises.
Evidence before opinion
Recommendations rest on your data and recognised standards, so they stand up to scrutiny.
Plans you can act on
You finish with decisions, priorities and a practical roadmap, not a report that sits on a shelf.
Led by someone who has run the work
Talent Spine is led by Jason Dunwell, who has spent more than twenty years in talent and workforce solutions, leading, building and designing workforce and talent services and the teams and organisations that deliver them. He and the specialists he works with bring a range of experience, from leading complex workforce solutions through to business psychology, coaching and expert research.
Most recently he built and ran a talent and people advisory practice, bringing together workforce planning, assessment, pay and reward, leadership development, career transition and inclusion, with its own commercial model, delivery team and client portfolio.
He is an operator first. He designs services that can be delivered, then builds the team and operating model to deliver them. Specialist associates join each piece of work as it needs them.
Tell us what you are dealing with
A short email is enough. Say what is happening in your organisation and we will reply to arrange a conversation.
hello@talentspine.co.uk