Consultation

About Us

Founded in 2007, The HR Landscape is a respected independent management consultancy practice.

With the changing nature of work and the flexibility required to remain relevant and competitive, The HR Landscape offers clients a fresh and innovative alternative to high end management consulting.

We understand the challenges facing businesses and the varying degree internal and external environmental factors impact strategy and operations. The way businesses choose to organise themselves through structure, systems, processes, and the people they employ to drive the advancement of strategic goals, says a lot about what is valued.

Therefore the design of organisations and the supporting programs to improve performance becomes a key priority for businesses set on changing the status quo.

Three core pillars underpin our service offering:.

Organisational Design and Change – We improve organisational performance and capability through a process of design which includes structures, systems, processes /procedures and aligning people and change related strategies for improved work practices, necessary to achieving business outcomes.

Strategic Human Resource Management & Culture Changemakers We develop and implement improved people and culture work practices and ensure human resource strategies are optimised and undertaken in a planned and systematic manner in the context of the bigger picture.

Board & CEO Advisory Services Our Board and CEO advisory services focus on the working relationships between Board members and the CEO and the CEO and his/her direct reports. We offer confidential and discrete assessment against performance and provide coaching and leadership development opportunities for Top Team. We also offer facilitation of workshops to explore strategy and planning initiatives.

Our three pillars are also extended to organisational in-house or public training programs.

“The landscape of human resources has changed. You only need to look at the vast skills required to shift organisational performance to realise it doesn’t simply rest with HR departments. Let us help you explore new possibilities to realise true potential”.    Kez Tacar, Director

About the Founder

Kez Tacar is an experienced Executive and Management Consultant with extensive strategic and operational experience in organisation restructures and transformation, functional integrations following mergers and acquisitions; whole of business strategy and planning, change programs and employee and industrial relations advisory/compliance audits, including enterprise bargaining.

Coupled with her professional services background, having worked for PricewaterhouseCoopers and Deloitte and experience in Executive line roles leading whole of business transformation, Kez is well positioned in supporting CEO’s and Executive teams in consulting, project based roles and fixed term strategic line roles, advisory and/or planning.

Organisations seeking better outcomes readily call on Kez for her strategic thinking and practical application of improved people strategies. In the process, she has supported and advised Chief Executives, Executive teams and Board members in the development and execution of strategic and business planning and whole of business and functional restructures. Such positions have been influential in building the organisation’s capability and culture in line with strategic objectives.

She has been instrumental in identifying key performing executives and putting together new teams of senior managers for strategically aligned circumstances and has successfully managed a cross section of functional roles, teams of HR generalists/specialists and consultants and is well placed to service organisations across industry.

Her continued success is largely attributed to high level stakeholder management skills with the ability to build and maintain sustaining business relationships.

Career snap shot: Professional services sector background commenced in 1993 with Coopers and Lybrand and spent a year with the merged entity PricewaterhouseCoopers before resigning in 1999 to take up a Client Services Manager position with Deloitte. She has held executive positions with national HR Consulting firms and from time to time is appointed by Chief Executives for strategically placed interim and fixed term positions guiding organisations through major reform.