Role Phasing Strategy

To help leaders prioritise newly designed or significantly changed roles and define the approach for filling them. This tool supports planning by evaluating whether the organisation needs to buy (hire externally), build (develop internal talent) or borrow (temporarily fill through contractors or partners) — ensuring that critical roles are in place to support activation and long-term success.

A prioritised view of which roles must be filled first based on impact and risk

A clear talent strategy for each key role — buy, build or borrow

Alignment across HR, Talent Acquisition and business leaders on how roles will be staffed over time

Reduced risk of delays or failure to execute due to unfilled or misaligned roles

Visibility into capability gaps and short-term resourcing needs during the transition period

Start with mission-critical roles: prioritise those essential for Day 1 operations or carrying significant decision rights or interdependencies.

Use simple criteria to assess urgency and complexity: is the role net-new? Does it require scarce skills? Is it needed before go-live?

Think in waves, not one-time decisions: some roles may need an interim solution now (borrow), with a long-term build or buy strategy to follow.

Align with Talent and Workforce Planning teams: ensure the phasing strategy connects with broader recruiting and development processes.

Revisit post-activation: as the organisation stabilises, reassess which roles still need support and adjust your strategy accordingly.