Get in Touch →

We partner with senior leaders to deliver change and AI‑enabled HR transformation.

Strategy
Direction & design
Technology
Platforms & AI
People
Capability & change
Operations
Delivery & adoption

The strategy was solid, but something got lost between the plan and the execution.

If that sounds familiar, let's talk.

Get in Touch

Why Leaders Call Us

"My People team doesn't have a knowledge problem. They know the strategy. They need someone who can help them get it done."

The implementation that didn't land

The platform went live. Something went wrong between the go-live and the way people actually work. Adoption didn't follow.

The operating model change that failed.

HR was restructured. The org chart changed. But the processes, the decisions, and the friction stayed exactly the same.

Stakeholders are demanding faster change from HR.

Your HR team know what needs to be done, but they can't build it. Too many ideas, no prioritisation. People are automating their tasks, but not the end-to-end process.

These problems aren't failures of strategy. They're failures of delivery — the work between the decision and the outcome. That's the work SND Projects does.

Our Areas of Delivery

Where the work happens.

Leadership and Team Support

Direct partnership with CHROs and CIOs. Working inside the team — building capability, redesigning processes, and delivering outcomes. Expertise where it matters. Hands-on where it counts.

CHRO Partnership CIO Partnership Capability Building Reskilling

HR Operating Model Redesign

Redesigning how HR is structured, how it delivers, and how it operates — from shared services to business partnering. Built around the business, not HR convention.

Operating Model Org Design Shared Services

People Technology & Implementation

Platform implementation and optimisation. Focus on adoption and outcomes, not just go-live. Hands-on delivery across the full implementation lifecycle.

Workday SuccessFactors ServiceNow OrgVue

AI-Enabled HR Transformation

Embedding agentic and workflow automation across HR processes — removing manual effort, improving decision quality, and making AI practical rather than promised.

Workflow Automation Agentic AI Digital HR

Our Approach

Senior. Embedded. Outcome-led. No dependency.

01

Understand before proposing

Start with what's actually happening — not what the last assessment said. Understand the operating model, the technology, the team, and what's genuinely blocking progress before recommending anything.

02

Deliver inside the team

Strategy and execution in the same engagement. Working directly inside the organisation — not through a team of consultants briefed at arm's length. What you see is what you get.

03

Leave it working

Engagements are designed to end. The output is a team that can run what was built without me. No retainer. No dependency. The measure of success is not needing to come back.

Who We Work With

Organisations at a turning point.

Growth-stage companies

Scaling fast and outgrowing the HR structures, systems, and processes that got you here. Need CHRO-level thinking and delivery without the overhead of a permanent hire.

Established enterprises

Navigating post-acquisition integration, platform modernisation, or HR transformation that hasn't delivered yet. Need execution experience, not another strategy layer.

Across industries. The same approach.

From pre-revenue start-ups to established enterprises — the problems are different, the discipline is the same. A sample of the organisations and sectors we've worked with.

SaaS & Tech

High-growth, people-tech-native, scaling faster than HR can keep up.

Aviation & Cargo

Complex operations, regulated environments, workforce integration at scale.

AI & Start-up

Early-stage, moving fast, building people capability from scratch.

Legal Services

Professional services, knowledge workers, operating model efficiency.

Hospitality

Fast-moving environment, no HR foundations, leadership stretched across every function.

Not for Profit

Mission-led, resource-constrained, HR that has to do more with less.

Our Results

What this looks like when it works.

AI-Enabled People Technology · High-Growth SaaS

Peer feedback rebuilt where engineers already worked — Slack, with Workday quietly behind it.

The Situation

Peer feedback ran once per performance cycle. Participation sat at 50%. The problem wasn't culture — the formal process made it painful. Reviewers couldn't see what they owed. Managers copied responses by hand. Eight weeks to the next cycle.

What Was at Stake

The core HR system wasn't going to be replaced — and shouldn't be. The question was whether peer feedback could be made to work without another platform programme, and at the pace the business expected.

What was Delivered

The feedback experience was rebuilt inside Slack — where engineers already worked. The core HR system stayed in place. AI handled the structured summaries. The data went back to Workday automatically. Participation: 50% → 93%. Reviews submitted: 400 → 1,600+. Live in 8 weeks.

AI Automation Workflow Design Slack Workday Performance Management People Technology

People Technology Transformation · High-Growth SaaS

A People Technology function that could operate — and lead — in a company still moving fast.

The Situation

A fast-scaling SaaS company had a People Technology function under significant pressure. Core platforms were unstable. Critical in-flight initiatives were at risk. The team was capable but lacked the direction, structure, and delivery confidence to move forward. There was no coherent strategy — just a backlog of problems and a business that expected more.

What Was at Stake

Without stabilisation, the risk wasn't just missed projects. It was eroding trust in People Tech as a function capable of supporting a company at that pace of growth. The business needed to believe its people systems could keep up.

What was Delivered

Platforms were stabilised. Delivery risk cleared. A People Technology playbook introduced consistency into decision-making and execution. AI-enabled automation moved from concept to running production. The team came out with direction, capability, and a roadmap the business trusted.

People Technology AI Enablement Platform Stability Strategy SaaS

Post-Acquisition Workforce Integration · Global Logistics Enterprise

Two businesses became one — without losing operational stability or the people that made either worth acquiring.

The Situation

A major global logistics company acquired one of its largest European competitors. Two strong cultures. Neither designed to become the other. The acquirer ran on standardised, centralised systems. The acquired business was the opposite — fragmented, legally distinct entities across Europe.

What Was at Stake

An integration across dozens of countries, complex labour frameworks, European Works Councils, and tens of thousands of employees could not afford to fail operationally. Disruption wasn't just an HR risk. It was a business risk.

What was Delivered

Operating models, leadership structures, and workforce frameworks were aligned — built on compromise where needed, standardisation where it worked, genuine cultural integration where it mattered. The result was one organisation, one operating model, and a workforce that understood what had changed and why.

M&A Integration Operating Model Multi-jurisdiction Works Councils Culture Alignment Enterprise

About Us

30 years of doing this. Not advising on it.

Sean Dixon

SND Projects was founded in 2024 by Sean Dixon — not to advise from a distance, but to work directly inside organisations on the things that actually matter: HR transformation, people technology, and AI that works in practice, not just in pitch decks.

Sean spent over 30 years at FedEx, building deep expertise across every dimension of HR — org design, service delivery, rewards, workforce planning, HR systems, and industrial relations across complex, multi-jurisdiction environments. That progression culminated in VP HR Europe, with responsibility across 32 countries through one of Europe's largest post-acquisition integrations — stabilising platforms, embedding automation, and proving what's possible when you build rather than advise.

SND Projects brings that experience directly to the work. No junior team. No arm's-length delivery. And where a project calls for it, Sean draws on a network of trusted specialists and thought leaders built over three decades in the field.

2000

FedEx — Operational management to senior HR leadership

UK, Ireland, Nordics and EMEA

2015

Director Org Design & HR Systems EMEA

Workday HCM implementation · post-acquisition architecture

2021

Vice President HR Europe

50,000+ employees · major acquisition integration · multi-jurisdiction

2024

Founded SND Projects

HR transformation · People Technology · AI enablement

View LinkedIn Profile

If you're ready to transform, let's talk.

A straightforward conversation. No intake form, no deck, no proposal before we've spoken. Just a direct discussion about the problem and whether this is the right fit.

Get in Touch contact@sndprojects.eu