The right people transform organizations.

Analysis, workplace culture, structure and team development.

We work alongside companies through periods of change: reorganisations, key appointments and development plans.

To improve a company’s organisation effectively, it is essential to define clear and shared objectives.

Sintex Selezione supports companies in defining their HR strategy and improving their organisational structure. Since 1974, in Milan, we have been working on organisational models, roles, competencies and HR processes — with interventions tailored to each company’s specific context, rather than a standard package.


 

The problem is rarely what meets the eye — a missed target, a vacant role, high staff turnover.


It lies beneath the surface: misaligned processes, undefined roles, unmapped competencies.


That’s where we focus our efforts.


 

Areas of expertise

People Strategy & HR Organisation

The HR strategy you need, not the textbook one.

We design HR strategy, organisational charts, roles and policies aligned with the company’s business objectives — not a standard industry model. The result: a streamlined HR structure, consistent with the organisation’s current stage of growth.

Organisational Health Check

Before taking action, we take a look.

We analyse culture, processes, roles and the internal working environment through interviews, structured questionnaires and direct observation. We provide an objective overview of strengths and areas for improvement, as a basis for any subsequent action.

Analysis of the Organisational Model

The model you have. The one you really need.

We assess the alignment of your current organisational model — functional, divisional or matrix — with your business strategy. We review processes and procedures, and identify the distinctive skills required to support them.

Analysis and Description of Organisational Roles

Every role has a profile. Every person has potential.

We draw up detailed job descriptions for each role and map human capital skills using structured assessment tools, to ensure that roles, responsibilities and people are verifiably aligned.

Analysis of development and training needs

What’s missing, before deciding what to teach.

We identify actual skills gaps through assessments and direct consultation with department heads, before designing any training or development programme.

Onboarding

The first few days matter more than you might think.

We design structured onboarding programmes — mentoring plans, 30-60-90-day objectives, scheduled check-ins — to reduce the time taken to settle in and the risk of staff leaving during the first few months.

Leadership Development & Coaching

Leadership is reflected in those who grow alongside it.

Individual and team coaching programmes, and structured mentoring pathways, to develop the skills of managers and department heads.

Performance & Engagement

Measuring performance. Understanding what drives it.

We implement performance appraisal systems and continuous feedback, alongside engagement initiatives aimed at boosting staff motivation and retention.

Change Management

Change isn’t announced. It’s supported.

We support reorganisations, mergers, key appointments and development plans by providing ongoing support throughout the entire transformation process, rather than through a one-off intervention.

Total Reward & Wellbeing

Remuneration, welfare, work-life balance. One system, not three separate parts.

We design integrated remuneration models, corporate welfare schemes and hybrid working policies to support competitive pay and organisational wellbeing.

Pay Transparency (EU Directive 2023/970)

The European directive has changed the rules.

We support companies in complying with Directive (EU) 2023/970, transposed into Italian law by Legislative Decree 96/2026, which comes into force on 7 June 2026: pay bands in job adverts, a ban on asking about previous pay, and the right of workers to know the average pay levels for equivalent roles.

We do not simply manage the status quo.


We bring new methods, different perspectives on problems, and a vision of sustainable growth — not a one-off intervention.

F.A.Q.

1What is organisational consultancy?
It involves analysing and redesigning a company’s HR structure, roles and processes to align them with its business objectives. It includes organisational health checks, model analysis, skills mapping and change management support.
2When is an organisational health check needed?

When a company is growing rapidly, undergoing reorganisation, experiencing high staff turnover or struggling to identify where internal issues lie. The review provides an objective snapshot of the situation before any action is taken.
3What is the difference between organisational consultancy and training?

Organisational consultancy focuses on structure, roles and processes; training focuses on people’s skills. Often, the latter is a consequence of the former: training takes place after a needs analysis has identified what is actually lacking.
4What does the EU Directive on pay transparency entail?

Directive (EU) 2023/970, transposed in Italy by Legislative Decree 96/2026, which came into force on 7 June 2026, obliges companies to disclose pay bands to candidates, prohibits asking about previous pay, and recognises employees’ right to know the average pay levels for equivalent roles.
5Is organisational consultancy also suitable for small and medium-sized enterprises?
Yes. Our services – ranging from organisational health checks and role reviews to preparing for pay transparency – are tailored to the size and stage of growth of the company, including SMEs.

SINTEX CONSULTANTS

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