Conceptual Integrated Consulting Limited (CICL) helps organisations move beyond improvised HR. Our Talent Management & HR Solutions give you structured systems for hiring, developing and retaining the people who drive your strategy in a way that protects culture, compliance and cost.
From recruitment to career services, built as one coherent HR system, not scattered initiatives.
Flexible enough for growing SMEs, robust enough for regulated organisations and complex structures.
Policies, contracts and payroll processes that can stand in front of regulators, boards and employees with confidence.
We partner with organisations that are ready to move beyond improvised HR and build structured, defensible people systems.
Organisations formalising HR for the first time and needing clear structures, documentation and basic systems that scale.
HR departments that need specialised support, tools or extra capacity to execute complex people agendas.
Fast-growing teams under pressure to hire quickly without breaking culture, compliance or cash flow.
Institutions that require transparent, documented processes aligned with regulations, donor expectations and public scrutiny.
Leaders who want to build teams that can operate without them and sustain the business beyond individual personalities.
Modern organisations are under pressure from all sides—regulation, technology, new competitors and changing employee expectations. In that environment, “just hiring and paying people” is not enough.
Move away from generic job posts and gut-feel interviews. We help you build role profiles and structured assessments that filter for both performance and culture fit.
Many policies are copied from templates and never applied. We design frameworks that are understandable, fair and actually enforceable in daily operations.
As you grow, manual spreadsheets and ad-hoc payroll practices quickly break. We put in place systems that protect you from errors, disputes and regulatory penalties.
Succession and critical roles cannot depend on who happens to be available. We help you plan talent pipelines and succession for business continuity.
High-potential employees leave when they can’t see a future. We work with you to design career pathways, support and development opportunities that keep your best people engaged.
Build the foundations: structured hiring, clear policies, trusted verification, and stress-free payroll so teams can thrive.
Each sub-service has its own deep-dive page, but together they form a coherent talent system you can manage, scale and defend.
Design and run competency-based recruitment that goes beyond CV keywords with clear role profiles, assessment criteria and structured interviews.
Learn moreBuild capabilities that matter through induction pathways, role-specific programmes and leadership tracks aligned with your business priorities.
Learn moreOffload HR operations and payroll processing. CICL manages contracts, payroll, compliance reporting and employee records so your teams can focus on core work.
Learn moreProtect your organisation from fraud and reputational damage with structured background checks and guarantor verification appropriate to each role.
Learn moreTranslate your values and legal obligations into clear policies and a practical employee handbook so everyone knows expectations and processes.
Learn moreProvide CV, LinkedIn and interview support for staff in transition, internal progression or outplacement, helping them present their value with clarity.
Learn moreOur approach is consulting-led but execution-focused, so you are not left with only documents, you get working systems and capability.
We review your current HR practices, documentation, systems and pain points. This may include audits of policies, recruitment pipelines, payroll processes and employee feedback.
We co-create clear frameworks: role profiles, process maps, policy structures, recruitment workflows, learning frameworks and governance mechanisms aligned with your strategy.
We support putting new structures into practice—drafting templates, running pilot recruitment cycles, setting up trackers and supporting change communication with leaders and staff.
We train HR and line managers to use the new tools, and offer ongoing support, audits or outsourcing options where needed so the system continues to work after the project ends.
Organisations typically see tangible improvements across hiring, retention, compliance and employee experience.
Clear role profiles and structured recruitment processes improve hiring decisions and reduce early-stage exits.
Standardised contracts, payroll processes and record-keeping lower the risk of disputes and regulatory issues.
Policies, handbooks and communication make it easier for managers and employees to understand rights, responsibilities and processes.
Development pathways, fair processes and visible support help keep critical talent engaged and committed.
Well-organised files and clear records give regulators, boards and investors confidence in how you manage people.
Short, focused reviews of your current HR systems, policies or payroll to highlight gaps, risks and quick wins.
End-to-end projects such as building policy frameworks, designing recruitment systems or running key hiring cycles.
Ongoing HR and talent leadership support for founders, HR heads and executive teams.
Fully or partially managed HR and payroll operations, with CICL as your behind-the-scenes HR engine.
No. We work with SMEs, scale-ups, corporates and public sector organisations. The scope of work is tailored to your size, context and priorities.
Yes. You can engage CICL for a single module—such as recruitment, policies or payroll—or work with us to design an integrated talent roadmap across multiple areas.
Our work is execution-focused. We support implementation through templates, tools, pilot cycles, communication support and training for HR and line managers.
Timelines depend on scope and starting point, but many targeted HR projects run between 4–12 weeks, with options for ongoing advisory or outsourcing afterwards.
Book a strategy call to map where to start—whether that is recruitment, policies, payroll, or a full HR transformation.