Culture, leadership and pay that drive results. HR consulting that shows up in the numbers.
Assessment, design and rollout of culture, job architecture and pay, competencies, leadership, workplace climate and HR metrics, for small and midsize businesses and multinational subsidiaries. Every recommendation comes with its impact quantified: turnover, productivity and personnel costs.
People problems rarely arrive labeled as such. They arrive as something the owner says.
These are the ones we hear most often. Each points to a different practice area.
Three pillars, one goal: people who drive results.
Culture without structure is just talk. Structure without leadership is just paperwork. We work on all three together, at your company's pace and scale.
Culture and well-being
The way the company wants to work, measured and nurtured.
- Organizational culture and engagement
- Workplace climate, mental health and well-being, including NR-1
- Diversity, equity and inclusion
Compensation and data
Clear rules on what you pay and why, backed by reliable metrics.
- Compensation, benefits and job architecture
- People analytics and HR metrics
- HR digital transformation
Leadership and development
People ready for the role they have today and the next one.
- Competency frameworks and performance reviews
- Leadership development and IDPs
- Training and development, including onboarding
Nine consulting practice areas. Each with a deliverable and a metric.
Culture and engagement
A map of the culture you actually have and the culture your strategy calls for, values written as observable behaviors, a culture roadmap with team rituals, and a committee that tracks culture the way it tracks targets.
Engagement (eNPS) and voluntary turnover
Compensation, benefits and job architecture
Job descriptions and job evaluation, salary benchmarking, a salary structure with pay ranges, benefits policy and variable pay.
Personnel costs as a share of revenue and internal equity across pay ranges
Competency frameworks and performance reviews
Role-specific competencies, a review cycle (90°, 180° or 360°), calibration across managers and a regular feedback cadence.
Review cycles completed on time and goals achieved
Leadership development and IDPs
Leadership assessment, a leadership development path, individual development plans (IDPs) and a succession map.
Ready-now successors for critical roles
Training and development, including onboarding
Training needs assessment, role-based learning paths, an onboarding program and training effectiveness evaluation.
Time to productivity for new hires
Workplace climate, mental health and well-being
Workplace climate survey, NR-1 psychosocial risk assessment, action plan and well-being program.
Climate survey favorability, absenteeism and leaves of absence
Diversity, equity and inclusion
Diversity census, pay equity analysis, policies and leadership readiness.
Representation and pay gaps between groups
People analytics and HR metrics
Defined metrics, an HR dashboard and a regular review routine with managers.
People decisions based on data, not gut feel
HR digital transformation
HR process mapping, vendor-neutral system selection, automation and employee self-service.
Hours of routine operational work saved
The tool measures. Consulting decides what to do with the number.
As a Sólides partner, we bring the platform's tools into the project. We implement them, run the cycles and interpret the results with your leadership team, so the system doesn't become just another login.
Profiler
Behavioral profilingWe map the behavioral profiles of your team and its leaders and apply the results to development, succession planning and team building.
Performance Review and 9Box
90°, 180° and 360° reviewsWe design and configure the cycle, prepare managers, and facilitate calibration and the performance-potential matrix.
IDP
Individual Development PlanWe turn review results into plans with goals and follow-up, linked to training.
Climate Survey and eNPS
Climate and satisfactionWe build and run the survey, review the results with your leadership team and finalize the action plan.
Turnover Radar and People Analytics
Metrics and attrition forecastingWe define the metrics that matter and set up a regular review routine with managers.
Job and Salary Management
Jobs, pay ranges and structureThe design we build during the engagement is recorded and maintained in the platform.
LMS
Learning pathsWe build role-based learning paths and the onboarding program for new hires.
Employee SuperApp
Self-serviceWe roll out internal communications and employee self-service as part of HR's digital transformation.
Sólides and the tool names are trademarks of Sólides Tecnologia S.A. The platform is licensed under Sólides' own terms. Solidy Consulting provides consulting, implementation and ongoing support throughout the journey, from mapping to rollout.
People decisions made with the same rigor as financial decisions.
Six metrics we review in every assessment. Pick one, see what it tells you and run the numbers for your own company.
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Since May 2026, work overload and harassment fall within the company's risk management.
NR-1 now requires psychosocial risks to be part of occupational risk management, in the same risk inventory and action plan as the Risk Management Program (PGR). Targets, working hours, workplace climate and management style have become compliance matters.
Legal basis: NR-1, item 1.5, as amended by MTE Ordinance 1,419/2024, with its effective date postponed by MTE Ordinance 765/2025. Fines under this item are suspended by Brazil’s Supreme Court (STF) until December 2026 (ADPF 1316), but the obligation to include these risks in the PGR still applies.
Map
Pinpoint where overload, unrealistic targets and conflict sit, through structured listening with the team.
Plan
Management actions built into the PGR action plan, together with the company's occupational safety lead.
Prepare leaders
Managers who push for results learn to do it without making their teams sick, because that is where the risk starts: in leadership.
Monitor
Leave, climate and engagement metrics reviewed with managers on an agreed cadence.
Assessment first, then change.
Measure
Metrics, a climate survey and conversations with the owner, managers and team.
Design
Jobs, competencies, programs and policies sized to fit your company.
Implement
Communication to the team, leader preparation and the first cycles run alongside you.
Monitor
HR metrics reviewed on a regular basis, adjusting whatever isn't working.
People, strategy and numbers working together in one firm.
Payroll and HR Administration
Payroll operations, for when you need those too.
Learn more → ConsultingGovernance
Roles for shareholders, the board and management, plus succession.
Learn more → ManagementCFO as a Service
A compensation policy that fits your budget and cash flow.
Learn more → ConsultingStrategy and Growth
The right team for your growth plan.
Learn more →Tell us what's holding your team back. We'll show you where to start.
In our first conversation, we look at the signals in culture, leadership and pay, and you leave knowing the two or three areas that weigh most on your results.