Service family
Organisation Development & Change Management Firm in the UK
Change the organisation, without losing the people.
Structuring, restructuring and transforming organisations through periods of growth or change.
4
connected services in this family
Where we help
Organisation Development & Change Management
Growth, restructuring, M&A and culture change all put pressure on how an organisation is structured and how people experience it. This service family helps employers design, sequence and deliver organisational change with less disruption to the business.
Growth has blurred accountability
Roles, reporting lines and decision-making no longer match how the organisation actually works.
Change is creating resistance
Managers need a practical roadmap for communication, consultation and implementation.
Culture and strategy have drifted apart
Everyday behaviours are undermining the outcomes leaders want to achieve.
Services in this family
4 confirmed services in Organisation Development & Change Management
Organisation Design is about the structure itself: roles, reporting lines and decision rights. Change Management is about how a change, including a redesign, is planned, communicated and implemented. Culture Transformation addresses behaviours and ways of working, which can be a distinct piece of work or run alongside a structural or change programme. M&A People Due Diligence & Post-Merger Integration applies specifically around a merger or acquisition, combining elements of design, change and culture work at speed.
Explore a service in detail
See what a specific service includes
Organisation Design
The challenge
Organisational structures often evolve informally over time, leaving unclear reporting lines, duplicated roles or gaps that slow decision-making down.
How we work
Structured enough to guide, flexible enough to fit
Every engagement is shaped around your organisation's context, pace and internal capability.
Understand
Diagnose the business need, people risks and readiness for change.
Design
Build a practical solution with clear ownership, milestones and measures.
Embed
Equip leaders and managers to make the change work beyond the project.
Potential outcomes
What this can help your organisation achieve
Outcomes depend on your organisation's starting point and circumstances. This is what the work is designed to support, not a guaranteed result.
- A structure better aligned with how the organisation actually needs to operate
- Clearer communication and a more considered approach during a change programme
- Closer alignment between everyday behaviour and stated culture or strategy
- A more structured approach to integrating people through a merger or acquisition
Related service families
Other support that may also be relevant
Frequently asked questions
Questions about organisation development & change management
Organisation Design focuses on the structure itself: roles, reporting lines and decision-making. Change Management focuses on how any change, including a redesign, is planned and delivered. Many engagements involve both, in sequence.
No. It can be run as a standalone piece of work when behaviours and stated culture have drifted apart, or alongside a structural or change programme.
Ideally before a deal completes, so people-related risks and integration planning can inform the transaction, though support is also available once a deal has completed and integration is underway.
Timelines depend on the scope and complexity of the organisation involved; Apex HR agrees a realistic timetable as part of scoping the engagement rather than quoting a fixed duration upfront.
Ready to talk about organisation development & change management?
Tell us what's happening in your organisation, and we'll help you find the right way in.