Peopletree Group

Confidential Proposal

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Talent Management as a Service

A TMaaS Proposal for Teichmann Group

A focused six-month sprint to give Teichmann Group's leadership a defensible answer to one question: who leads this business if our critical people leave?

Prepared for Teichmann Group
Prepared by Peopletree Group
Date June 2026
Classification Confidential
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Executive Summary

The problem and the proposal

At Teichmann Group's current scale, a succession gap is not theoretical. It is a project delayed, a client relationship at risk, or a business unit without the right leader at the wrong moment. The next step is to complement the existing HR function with a strategic view of talent - 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 report. That is the case for Talent Management as a Service.

What Peopletree Group is proposing: A TMaaS engagement in phases. Phase 1 is a six-month sprint - critical role identification, succession mapping, TalentPrint assessment for 200 people, readiness calibration, and the first Talent Balance Sheet. Phase 2 transitions into an ongoing managed service covering analytics, development planning, and an annual review cadence.

What makes this practical: No system integration required. The engagement works from available data. Peopletree Group provides the methodology, tools, and delivery team. Internal HR supports coordination. The Talent Balance Sheet is ready for December 2026.

Context and Need

Where the Group needs to move

These are the six gaps this engagement is designed to close.

🎯
No structured view of critical role exposure
No consistent, evidence-based view of which roles are truly critical - spanning leadership continuity, technical scarcity, safety-critical functions, and project-delivery dependencies.
👥
Succession cover is uneven and unmeasured
Where succession plans exist, readiness is assumed rather than assessed. No consistent measure of whether successors are ready now, ready in 1-2 years, or not yet ready. When a critical role becomes vacant, the decision is made under pressure with incomplete information.
📋
No standard talent profile format
No structured one-page profile capturing career history, key strengths, and development aspirations - making it difficult to present talent credibly at board level.
🌎
Fragmented data across geographies
With operations across Southern, Central, and West Africa, talent data is dispersed. The engagement works from a structured staff and organisation data export - no HRIS integration required.
📈
No board-ready talent narrative
The December 2026 leadership presentation needs a credible story about talent depth, succession cover, and organisational resilience - not a list of names.
⏰
No ongoing talent management capability
The risk is a consulting report that sits in a drawer. What the Group needs is an ongoing managed service - methodology, technology, and a delivery team that runs talent management as a continuous practice.
Phase 1 - Talent Balance Sheet Sprint

Six months to the first Talent Balance Sheet

The 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 talent populations from there.

No system integration required. The sprint works from available data and is structured to minimise the time commitment on operational leadership. Internal HR supports coordination and data gathering.

The output is Teichmann Group's first Talent Balance Sheet - ready for the December 2026 leadership presentation, and the foundation for the ongoing TMaaS engagement.

Phase 1 deliverables
  • High impact position register across all business units
  • High impact people identification and position-person mapping
  • Succession nomination - Now, Later, Future - for each high impact position
  • TalentPrint 360 assessment for all 200 succession candidates
  • One-page TalentProfile for each assessed candidate
  • Readiness assessment with functional head calibration
  • Bench strength analysis and risk flags
  • First Talent Balance Sheet
  • December 2026 ExCo presentation - design and co-delivery
1
Foundation - High Impact Positions and People
The engagement begins by identifying all high impact positions - Teichmann Group's language for critical roles - across every business unit. This is not limited to the org chart top tier; it includes technically scarce, safety-critical, and project-delivery-dependent roles. In parallel, high impact people are identified: individuals with the potential and profile to fill these roles. The intersection - high impact people already in high impact positions - is mapped. Org and employee data is extracted and structured into the DataHub layer. Leadership enablement sessions introduce the project to relevant functional heads and set expectations for the process ahead.
Weeks 1-4
2
Succession Nomination and Bench Strength Analysis
For each high impact position, succession candidates are nominated across three horizons: ready now, ready in 1-2 years, and ready in 3+ years. The project team works with HR and business unit leadership to validate nominations and analyse bench strength - how many positions have at least one credible successor, where cover is thin, and where there is no internal pipeline at all. This produces the first version of the succession coverage map and surfaces the Group's most critical talent risks before any assessment data is collected.
Weeks 3-8
3
TalentPrint Assessment & Profiling
All 200 employees complete the TalentPrint 360 assessment through a fully digitally enabled experience - a forced-ranking competency evaluation built on the Talent Genome framework, covering self-assessment and nominated rater input. Career history, career aspiration, and development priority data is captured through structured digital forms. The 50 succession candidates identified in Step 2 each have a facilitated guidance session with a Peopletree consultant to walk through their results, validate their profile data, and confirm career aspiration inputs. Results are compiled into one-page TalentProfiles for all 200 employees. This step runs concurrently with Step 2 - the platform is what makes 200 employees feasible within the six-month sprint.
Weeks 5-16 (concurrent with Step 2)
4
Readiness Assessment and Functional Head Calibration
With assessment data and TalentProfiles in hand, the consulting team conducts structured calibration sessions with each functional head. These sessions review the TalentPrint data and TalentProfiles from Steps 2 and 3, gather operational context about specific candidates, and calibrate readiness timeframes against the realities of each business unit. The output is a validated, evidence-backed readiness rating for every succession candidate - grounded in both platform data and the informed perspective of the people who work alongside them.
Weeks 12-20
5
Talent Balance Sheet, HR Preparation, and ExCo Presentation
The complete Talent Balance Sheet is compiled: high impact positions, succession cover by role, validated readiness ratings, bench strength summary, and key risk flags. HR is prepared to own and maintain the outputs going forward. Peopletree Group designs and co-delivers the December 2026 ExCo presentation - giving the Group's founders and leadership team a clear, credible view of talent depth and succession resilience, backed by data. Visualised through DataWiz.
Weeks 18-24
What Peopletree Group delivers
  • Critical role framework design with the Group's leadership team
  • Structured calibration sessions with business unit heads
  • Facilitated guidance sessions with each succession candidate
  • Consistent, evidence-based assessment methodology
  • All TalentProfiles and the Talent Balance Sheet
  • December leadership presentation design and co-delivery
  • Ongoing TMaaS advisory and managed service support
What Teichmann Group provides
  • Org and staff list export - no system integration required
  • Internal stakeholder alignment led by Teichmann's HR leadership
  • HR administration resources for scheduling and data collation
  • Business unit heads for calibration sessions (2-3 hours each)
  • Succession candidates available for a facilitated guidance session with a Peopletree consultant
The Talent Balance Sheet

What the December output looks like

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.

Critical Role Register
A complete list of critical roles across the Group, categorised by type (leadership, technical, safety-critical, project-delivery), business unit, and geography. Each role shows current incumbent, tenure, and succession risk rating.
Succession Cover Summary
For each critical role: the number of identified successors, their readiness horizon (now / 1-2 years / 3+ years), and an overall cover rating. Roles with no cover or single-point dependency are flagged as high risk.
Bench Strength Heatmap
A visual summary of succession depth across the organisation - showing where the Group is strong, where it is exposed, and where development investment will have the greatest impact on business continuity.
Readiness Evidence
Each succession candidate's readiness rating is backed by structured assessment data - not manager opinion alone. Competency scores, career aspiration alignment, and development gap analysis are included for every candidate.
Talent Profiles
One-page profiles for each assessed candidate. Standardised format covering education, career history, key strengths, development areas, career aspirations, and readiness rating. Ready to present at leadership and board level.
Priority Action Plan
A prioritised set of actions arising from the assessment - development interventions, recruitment flags, mobility opportunities, and retention risks. Provides leadership with a clear path forward, not just a diagnosis of the current state.
Talent Management as a Service

Technology + Tools + Team

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.

💻
Technology
A single, integrated talent platform - TalentPrint, TalentProfile, DataHub, and DataWiz - managing talent data, assessment, development, and analytics in one connected system.
Explore the platform →
🔧
Tools
Proven methodology and proprietary IP - the Talent Genome framework, structured succession and readiness methodology, talent profile templates, and calibration processes built for complex, multi-geography operating environments.
Succession methodology →
👥
Team
A dedicated delivery team - talent management strategists, data analysts, and implementation specialists - working directly with Teichmann Group's HR function from day one. We stay in the room until the work is done.
How we work →
Seven integrated talent practices - available as a managed service
Talent Strategy
From design to execution
Succession Management
Readiness for every critical role
Talent Assessment
Behavioural insights at scale
People Analytics
Dashboards and talent reporting
Talent Development
Plans linked to business goals
Performance Management
Goal alignment that sticks
Retention and Engagement
Engage the people who matter
HR Practices Audit
Baseline for improvement
Proprietary IP - Included in the Engagement
The intellectual property behind the platform

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.

🧠
Included
Talent Genome Competency Framework
A research-based behavioural competency model built from 98 peer-reviewed studies. 60 competency chapters across 18 characteristics and 6 clusters - modular building blocks that combine to create role-specific talent profiles. Culture-free and applicable across every level and function. Each competency includes development advice, coaching tips, and interview questions.
Explore the Talent Genome →
🔧
Included
Technical Skills Framework
A structured classification of functional and technical knowledge across the business - covering what people know, not just how they behave. The standard taxonomy covers most functions and work levels. Specialist knowledge areas can be added in collaboration with the client, ensuring the framework reflects the specific technical demands of Teichmann Group's operational environment.
How it fits into TMaaS →
📊
Included
TalentPrint Assessment
A validated multi-rater 360 assessment built on the Talent Genome framework. Using forced-ranking methodology to reduce bias, assessments take 9-14 minutes to complete and generate balanced, actionable reports for employees, managers, and HR. A comparable standalone psychometric typically costs R8,000 - R12,000 per person. TalentPrint is included in both commercial options - covering the full candidate population as part of the fixed engagement fee.
See TalentPrint →
Zero
IT burden on internal teams - fully managed infrastructure
Zero
Additional licence fees for the Competency Framework or Skills Taxonomy
60
Competency chapters - research-based, culture-free, applicable at every level
R8-12k
Typical market cost per psychometric assessment - included in TMaaS
Phase 1 Timeline

Six months to the Talent Balance Sheet

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.

1
Foundation
Jul 2026
Critical role framework design. Org and staff data extraction. Leadership alignment.
2
Mapping
Aug 2026
Critical role identification across all business units. Succession nomination. Cover analysis.
3
Assessment
Sep-Oct 2026
Digital TalentPrint 360 assessment for all 200 employees. Facilitated guidance sessions for the 50 succession candidates. Career aspiration data capture.
4
Profiles
Oct-Nov 2026
TalentProfiles compiled for all 200 candidates. Functional head calibration. Bench strength analysis and risk flagging.
5
Presentation
Dec 2026
Talent Balance Sheet compilation. Leadership presentation design and delivery. Action plan handover.
Investment

How the engagement is priced

Phase 1 is structured in two tiers. Both can be taken independently, together, or in any order - depending on where the Group wants to start. Tier 1 covers the full talent catalog for 200 people. Tier 2 covers the succession ecosystem for the 50 people in high-impact positions.

Tier 1 - Talent Catalog
200 people
Deliverable Fee (ZAR)
Implementation & Configuration
Platform setup, org data mapping, employee data extraction, system configuration, change management, and HR training and adoption
 R 127,400
TalentPrint Platform Licence
200 people x R 2,495/person. Covers TalentPrint 360 digital assessment, TalentProfile, DataHub, DataWiz, TAILA, and Talent Genome framework licence. Facilitated guidance sessions included for the 50 succession candidates.
 R 499,000
DataHub Base Platform
Annual DataHub platform fee. Non-discountable.
 R 107,400
Tier 1 Total - Talent Catalog (200 people) R 733,800
R 2,495/person platform licence  ·  R 3,669/person total sprint cost  ·  Digital experience for all 200 · Facilitated guidance session for the 50 succession candidates
Indicative - subject to scope confirmation
Tier 2 - Succession Ecosystem
50 people in high-impact positions
Deliverable Fee (ZAR)
High-Impact Position & People Mapping
Structured workshops with HR and business unit leadership to finalise the list of high-impact positions and high-impact people. Includes:
  • Position criticality review - validate and finalise the high-impact position list across all business units using the Group's own language and criteria
  • Succession nomination - for each high-impact position, nominate successors across three readiness horizons (ready now, 1-2 years, 3+ years)
  • Bench strength mapping - analyse succession coverage across the group and business unit level; identify positions with no credible internal successor
  • Succession coverage map - first version of the group-level succession map, surfacing the most critical talent risks before assessment data is collected
 R 148,100
Readiness Assessment & Functional Head Calibration
Structured calibration sessions with functional heads, drawing on TalentPrint data, career history, and succession nominations. Includes:
  • Functional head calibration sessions - structured 2-3 hour sessions per function to review TalentPrint results, validate readiness ratings, and surface operational context about specific candidates
  • Readiness rating validation - evidence-backed readiness rating for each of the 50 succession candidates, grounded in platform data and functional head input
  • Development gap analysis - for each candidate, identify the key competency and experience gaps between current state and target role readiness
  • Retention risk flagging - identify succession candidates with elevated flight risk based on career aspiration data and current role fit
 R 212,900
Talent Strategy Scorecard & ExCo Presentation
Compilation and delivery of the group-level Talent Strategy Scorecard and the December 2026 ExCo presentation. Includes:
  • Talent Strategy Scorecard - group-level view of high-impact positions, succession cover, validated readiness ratings, bench strength summary, alignment score, and priority actions
  • HR preparation and handover - structured handover session with HR to ensure the team can own, update, and maintain the outputs going forward
  • ExCo presentation design - board-ready presentation design translating the Scorecard data into a clear leadership narrative
  • December ExCo co-delivery - Peopletree Group co-presents the Talent Strategy Scorecard to the Teichmann Group ExCo in December 2026
 R 336,000
Tier 2 Total - Succession Ecosystem (50 people) R 697,000
Fixed fee for a defined scope - nomination, readiness calibration, and the December ExCo Talent Strategy Scorecard presentation
Indicative - subject to scope confirmation
Combined Phase 1 - Both Tiers
Talent Catalog (200 people) + Succession Ecosystem (50 people)
R 1,430,800
ZAR, Phase 1 total - both tiers
What Tier 1 covers (R 733,800)
Implementation, configuration, change management, and HR training and adoption for 200 people (R 127,400). TalentPrint Platform Licence at R 2,495/person covering TalentPrint 360 digital assessment, TalentProfile, DataHub, DataWiz, TAILA, and Talent Genome framework licence (R 499,000). DataHub Base Platform annual fee, non-discountable (R 107,400). Facilitated guidance sessions included for the 50 succession candidates - Peopletree consultants run each session. No ongoing commitment. The Group retains all outputs.
What Tier 2 adds (R 697,000)
Succession nomination and bench strength analysis for the 50 people in high-impact positions, readiness assessment with functional head calibration, and the group-level Talent Strategy Scorecard with ExCo presentation in December 2026. Payment milestones for the combined engagement: 30% on signature (R 429,240), 40% on completion of the assessment phase (R 572,320), 30% on delivery of the December presentation (R 429,240).
How to proceed
Peopletree Group issues a Master Services Agreement and Statement of Work confirming scope, fees, milestones, and deliverables. Invoiced in ZAR. Both tiers can be scoped independently, together, or in any combination - the Group decides what to start with. No complex procurement process is required to get started.
Why Peopletree Group

Relevant experience. Practical delivery.

Peopletree Group delivers Talent Management as a Service to growing companies across Africa and internationally - spanning multi-geography operations, complex project environments, and organisations with limited HRIS maturity.

The methodology is built for the practical realities of complex operating environments: lean HR teams, dispersed workforces, technical talent scarcity, and the need to produce credible executive outputs without 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.

🌎
African Market Experience
Delivered across 8+ African countries and international markets. Familiar with the operating realities of multi-geography, multi-business-unit structures.
📋
Succession Management
Structured succession methodology covering critical role identification, Now/Later/Future readiness mapping, and board-level bench strength reporting.
📋
TalentProfile
Board-ready one-page talent profiles, standardised and structured for executive presentation and ongoing talent review.
📈
DataWiz Analytics
People analytics and talent visualisation for bench strength heatmaps, succession dashboards, and board reporting.
Client Experience
“
Peopletree doesn't just present data - it challenges assumptions in a way that feels natural rather than confrontational.
TMaaS engagement - talent data and analytics
Michael Friedman, President - The Friedman Group
Read case studies on peopletreegroup.com →
“
A billion-dollar African property investment group replaced subjective succession lists with data-driven analytics. Peopletree Group helped them move beyond "ready now, ready later" labels to a structured, evidence-based bench strength view - giving the board accurate succession cover data and a clear risk reduction plan for the first time.
Succession analytics - board-level bench strength visibility
African Property Investment Group - Confidential
Read the full case study →
“
Tsebo Solutions Group, operating across 25 African countries, partnered with Peopletree Group to build an AI-enabled talent development programme at scale. The engagement combined structured talent data, competency assessment, and a managed development approach - creating a consistent talent management capability across a highly distributed workforce.
AI-enabled talent development - 25-country African operation
Tsebo Solutions Group
Beyond Phase 1

From first Talent Balance Sheet to ongoing TMaaS

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.

Phase 1 - 2026
Talent Balance Sheet Sprint
Critical role identification, succession mapping, readiness assessment, Talent Profiles, and December leadership presentation. The foundation for everything that follows.
Phase 2 - 2027
Deepen and Develop
Individual Development Plans for high-potential candidates. Annual talent review cadence. People analytics dashboards via DataWiz. Expand scope to additional business units or geographies. December 2027 board presentation.
Phase 3 - 2028+
Full TMaaS Managed Service
Technology, tools, and team in one partner. Continuous optimisation across all talent practices - from strategy to retention. The Group's talent management capability runs as an ongoing managed service, not a project.
Next Steps

How to move forward

The Phase 1 engagement can start in July 2026 to meet the December leadership presentation window. The next steps are straightforward.

1
Confirm the December window
Confirm that the December 2026 leadership presentation is still the target. We confirm the engagement start date and any scope adjustments on the call.
2
Book a scoping call
Use the booking widget below to schedule a 30-minute call with Peopletree Group. The session covers scope confirmation, any adjustments, and the engagement start date.
3
Sign MSA and Statement of Work
Peopletree Group prepares a Master Services Agreement and Statement of Work confirming scope, fees, payment milestones, and deliverables. No complex procurement process required.
4
Kick off in July
The Foundation phase begins with a kick-off workshop to align on the critical role framework. Internal HR administration resources provide the org and staff list export to start the data work.
📅
Book a scoping call
Select a time that works for you. The session is 30-45 minutes and covers scope confirmation, any adjustments, and the engagement start date. A calendar invite is sent automatically on booking.
Supporting Documents

Further reading

Three supplementary documents are available to support the Group's internal review and approval process.

Appendix
Extended TMaaS Roadmap
What comes next beyond Phase 1 - including Individual Development Plans, people analytics, leadership development, and a full TMaaS managed service.
→ Business Case
Internal Justification Guide
A structured framework for evaluating the cost of building this capability in-house versus engaging Peopletree Group as a managed service partner.
→ Technical Overview
IT and Security One-Pager
Infrastructure, data security, authentication, and compliance details for the Group's IT team. Covers hosting, data residency, SOC 2 Type II certification, and AI governance.
→