Build the team around the work.
People, HR and team design
People lead owns team design and people operations.
AI-assisted workflows, reviewed by people
A family office needs roles designed around actual work, decision rights and confidentiality. Hiring before those boundaries are clear can duplicate responsibilities or leave critical tasks uncovered. We connect the team plan with employment administration, access controls and the operating rhythm, so staff know what they own and where to seek a decision.
Typical needs include a small team carrying too many functions, undocumented onboarding, payroll-input errors and informal performance expectations. We map office and household responsibilities separately and include household administration only where expressly scoped. Recruitment and employment decisions remain with accountable people and relevant local advisers. Team design considers the work that must continue during leave or a vacancy, not simply a list of job titles. We connect each role to procedures, approvals and information access, with a realistic cover arrangement. Onboarding checks include who confirms payroll data and who approves system permissions. Offboarding separates the employment process from the timely removal of access. Recruitment scorecards support consistent human assessment while preserving the family office’s authority over the final appointment.
Senior availability and reviewer responsibilities are agreed per mandate; the role need not be a dedicated full-time appointment.
02 / Scope and deliverables
- 01organization/role design and workforce plan
- 02recruitment briefs and authorized recruitment-partner coordination
- 03structured interview scorecards
- 04onboarding/offboarding and access checklists
- 05employment-document coordination with local advisers
- 06compensation benchmarking using agreed sources
- 07payroll-input preparation/provider coordination
- 08leave/benefit/employee-record administration
- 09performance objectives and review cadence
- 10training and handbook implementation
- 11confidential escalation process
- 12cover/succession plans; household-team administration only when included, with clear office/household boundaries
03 / AI-assisted work, reviewed
- Draft role profiles and interview scorecards from approved responsibilities; the hiring owner reviews criteria.
- Organize applications and interview evidence against agreed categories without autonomous candidate selection.
- Check onboarding and offboarding evidence for missing documents or access actions, routing gaps to the responsible person.
- Prepare routine communications and training drafts for review of accuracy, confidentiality and local employment context.
04 / Practical delivery
- 01
Map responsibilities, capacity and critical-role cover, and agree the workforce plan with the office leader.
- 02
Set up recruitment briefs, employment-document coordination and onboarding/payroll checklists with appointed providers.
- 03
Run people-administration cycles, review objectives and training, and keep access and cover arrangements current as the team changes.
05 / Outputs and cadence
Outputs include an organization and role map, workforce plan, recruitment scorecards, staff-record register and onboarding/offboarding checklists. Payroll inputs follow provider cut-offs; objectives and reviews follow an agreed cadence. Confidential escalations use named roles and restricted information access rather than a general shared queue.
06 / Measures agreed per mandate
Examples to agree for the selected scope and baseline; not promised numerical results.
- Onboarding completion
- Time to fill scoped roles
- Payroll-input exceptions
- Employee-record completeness
- Training completion
- Critical-role cover
07 / Working interfaces
The people lead works with the office CEO, line managers, authorized recruitment partners, payroll providers and local employment advisers. Hiring, compensation and employment decisions require authorized human review. The mandate distinguishes coordination and administration from legal employment advice and keeps office/household boundaries explicit.
Cybersecurity, privacy and fraud controls
Protect the office's information and decisions.
Explore service →Build the support your family office needs.
Tell us where the office stands today and what you want to improve. Use an initial conversation to understand the work, assess fit and define the next step.