„Organisations don’t change through PowerPoint presentations. They change when leaders, teams and people actually come along.“

— Airi Neemre

When I started building a small and strong circle of partners around Pivotly, I didn’t begin with job titles. I thought about people I’d dare to bring into the middle of a difficult client situation, not just to give advice, but to take responsibility together and see the change through. Airi Neemre was one of the names that came to mind quickly.

Why I chose Airi

Our professional paths crossed a while ago in the hospitality industry, an environment where HR management can’t be separated from the business: schedules, service quality, recruitment, labour shortages and constantly shifting customer expectations meet there every single day. In that kind of environment it becomes clear very quickly whether good ideas also work in real life.

That’s exactly what I value in Airi. She has over 30 years of practical experience from international companies, fast-changing service organisations and consulting. More important than the length of the experience is its character: Airi has been the one responsible and the one carrying it out herself. She knows what it means to make decisions when the answers aren’t black and white, and every solution affects both people and the business at once.

HR management that doesn’t stand apart from the business

Good HR management isn’t, in my view, a support function that only kicks in once a business decision has already been made. It should help the organisation reach its goals and build an environment where people can and want to give their best. Airi thinks the same way.

Change management rarely fails because the slides were weak. Far more often, people lack clarity, leaders lack confidence, or the organisation lacks continuity. Decisions drag on, responsibility becomes diffuse and everyday work pulls attention back to the old ways. It’s exactly in situations like these that Airi’s experience creates the most value: she doesn’t bring a ready-made model to the project, she starts from what’s actually happening in the company.

When do I bring Airi into a Pivotly project?

Bringing Airi in is most valuable when the human and business sides of an organisation’s challenge are tightly intertwined. For example when:

  • a company is preparing a change to its structure, roles or work organisation, and needs support both in shaping the solution and carrying it out;
  • leaders need a partner for resolving difficult personnel decisions, employment relationships or team tensions;
  • the HR strategy and HR processes no longer support the company’s real goals or growth;
  • recruitment, candidate assessment or talent development needs a working system instead of one-off actions;
  • an organisation needs experienced HR leadership or HR Business Partner expertise on a project basis.

The idea of the Pivotly partnership model is simple: the client doesn’t have to assemble or coordinate several advisors themselves. I remain the main point of contact for the collaboration and take responsibility for the whole, and we bring Airi into an organisational development partnership or interim management project when her experience helps reach a better result. You can read more about our partner network on the partners page.

If your organisation is facing a change where the harder part is no longer drawing up the plan, but getting leaders, teams and people to come along, let’s talk about whether Airi’s expertise would add value to your project.