Challenge: The group needed a pay policy that was consistent inside the Company and competitive in the local market, so it could keep its talent and support its growth.

Our approach: FFZADVISORY grouped the organisation into 4 levels: Directors, Sr Managers, Managers and Operational staff. We then compared salaries and benefits with similar companies in the region.The data came from 3 sources: industry benchmarks, published job postings and market information from our own network.

Outcome: The Company rolled out a new compensation structure and adopera a revised variabile scheme.

Challenge: The Family Office needed a trusted HR partner to support its clients on a range of people-related matters, ensuring professional, confidential and compliant management under Swiss employment law. As no HR Department/Function is in house. 

Our approach: FFZADVISORY acted as an external HR partner on an ongoing basis, supporting the Family Office across multiple HR practices for its clients, including employment contracts, recruitment of household and private staff, compensation questions and day-to-day employee relations. Every engagement was handled with the discretion and tailored approach that private clients require.

Outcome: The Family Office was able to offer its clients reliable, expert HR support “plug & play” without building an internal function, strengthening the quality and breadth of its service.

Challenge: The fund needed a Group CFO who could run the finance function of the fund.

Our approach: We ran a dedicated executive search. We mapped the market for suitable candidates, assessed their skills in depth and presented a shortlist of strong candidates directly to the fund, including reference and background check.

Outcome: The fund hired the candidate in 6 weeks time from the presentation.

Challenge: Following the acquisition of an industrial company, the Fund needed an objective view of the top management team's capabilities to deliver its value creation plan.

Our approach: We conducted an in-depth assessment of the leadership team through structured interviews, competency evaluation against the business plan and reference checks. Each executive was assessed on strengths, development areas and fit with the post-acquisition strategy.

Outcome: The Fund received a clear picture of its management team, with recommendations on roles, development actions and gaps to fill, supporting informed decisions in the first months after the acquisition.

Challenge: Following a period of change, the Company needed to streamline its organisation, clarify roles and responsibilities and align its structure with its new business priorities.

Our approach: FFZADVISORY analysed the existing organisation, mapped reporting lines and overlaps between functions. Working closely with management, we designed a leaner organisation, defined clear roles and accountabilitie and supported the transition plan, including drafting internal communication to employees.

Outcome: The Company implemented a mi much more efficient organisational model, with clearer decision-making and a structure ready to support its next phase.