Confidential Proposal
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Confidential - Not for distribution
This document is prepared exclusively for Teichmann Group. Please enter the access code to continue.
Peopletree Group proposes a Talent Management as a Service engagement to help Teichmann Group build practical, scalable talent management capability - starting with a focused six-month sprint to identify critical roles, assess succession readiness, and deliver the first Talent Balance Sheet.
Teichmann Group has reached a scale where informal talent processes are no longer adequate. The Group operates across multiple business units and geographies, with complex project environments and deep technical specialisation. There is an effective transactional HR function in place. The next step is to complement that with a strategic view of talent - giving leadership a clear, evidence-based picture of where critical capability sits and what the succession position looks like.
The December 2026 leadership presentation creates a practical deadline. The Group needs a credible view of talent depth before that date - not a list of names, but a structured Talent Balance Sheet that leadership can interrogate and act on.
Beyond December, the Group needs an ongoing talent management capability, not a once-off consulting report. That is the case for Talent Management as a Service.
What Peopletree Group is proposing: A TMaaS engagement structured in phases. Phase 1 is a focused six-month sprint - critical role identification, succession mapping, readiness assessment, Talent Profile build, and the first Talent Balance Sheet. Phase 2 and beyond transitions into an ongoing managed service covering people analytics, development planning, and a broader annual review cadence.
What makes this practical: The engagement works from available data. No system integration is required. Peopletree Group provides the methodology, tools, and delivery team. Internal HR administration resources support coordination. The Talent Balance Sheet is ready for the December 2026 presentation.
At Teichmann Group's current scale, an administrative HR function and informal talent processes are not enough. These are the six gaps this engagement is designed to close.
The TMaaS engagement starts with a focused six-month sprint. Rather than starting with a fixed senior population, the approach begins with critical roles and business risk - then identifies the relevant leadership and technical talent populations from there.
The sprint is designed to work with existing internal HR capacity. It requires no system integration, works from available data, and is structured to minimise the time commitment on operational leadership. Internal HR administration resources support coordination and data gathering.
The output is the first version of Teichmann Group's Talent Balance Sheet - ready for the December 2026 leadership presentation, and the foundation for the ongoing TMaaS engagement.
The Talent Balance Sheet is not a one-off static report. It is the first version of an ongoing talent management decision tool within the TMaaS engagement - showing critical roles, succession coverage, readiness evidence, risk flags, and priority actions. It is designed to be updated, interrogated, and built on year after year.
TMaaS brings technology, tools, and team together without the usual complexity, cost, or fragmentation - one partner delivering an integrated set of managed services across multiple talent practices. Teichmann Group gets access to a complete talent management capability without building it from scratch.
Embedded within every TMaaS engagement is a suite of proprietary frameworks and tools built by Peopletree Group over 25 years of applied talent management work. These are not licensed separately - they are part of how the work gets done.
The Phase 1 sprint runs from July 2026 through to the December 2026 leadership presentation. Each phase builds on the last, with clear milestones and deliverables at every stage.
Phase 1 is priced as a fixed-fee engagement. The table below shows the six deliverables and the fee for each. No ongoing commitment is required - the Group decides what comes next after the December delivery.
Scope basis: Up to 80 critical roles across all business units. Up to 200 succession candidates assessed and profiled. Full Talent Balance Sheet and December 2026 leadership presentation delivered. Working from an org and staff list export - no system integration required. Figures are indicative and confirmed at the end of the Foundation phase.
| Deliverable | Team and Hours | Fee (ZAR) |
|---|---|---|
| Critical Role Identification and Org Mapping Framework design, business unit workshops, critical role register | Senior Partner + Senior Consultant | R 134,000 |
| Succession Framework Design Now / Later / Future model, succession nomination, cover analysis | Senior Partner + Senior Consultant | R 78,800 |
| Assessment and Talent Profile Build Talent Genome competency evaluation, digital career aspiration data capture, and one-page profile build via TalentPrint (200 candidates) | Senior Consultant + Consultant + Project Administrator | R 213,000 |
| Calibration Conversations Structured sessions with heads of function to validate readiness and succession nominations | Senior Partner + Senior Consultant | R 110,400 |
| Talent Balance Sheet and Analytics Build Bench strength heatmap, risk register, action plan - visualised via DataWiz | Senior Consultant + Consultant + Project Administrator | R 118,800 |
| Board / ExCo Presentation - December 2026 Presentation design, narrative development, and co-delivery | Senior Partner + Senior Consultant | R 71,000 |
| Phase 1 Deliverables Total | R 726,000 | |
Peopletree Group delivers Talent Management as a Service to growing companies across Africa and internationally. The work spans multi-geography operations, complex project environments, and organisations with limited HRIS maturity - the conditions that apply to Teichmann Group.
The methodology is not adapted from a global template. It is built for the practical realities of complex operating environments: lean internal HR teams, dispersed workforces, technical talent scarcity, and the need to produce credible executive outputs without creating operational disruption.
The platform underpinning this engagement - TalentPrint, TalentProfile, and the Talent Genome framework - is purpose-built for structured succession and talent visibility work, not repurposed HR software.
Phase 1 produces the data and the story. The TMaaS engagement then evolves at a pace that suits the business - deepening the talent management capability year by year, without requiring a new project each time.
The Phase 1 engagement can start in July 2026 to meet the December leadership presentation window. The next steps are straightforward.
Three supplementary documents are available to support the Group's internal review and approval process.