Confidential Proposal
This document is prepared exclusively for Omnia Holdings.
Please enter the access code to continue.
Confidential · Peopletree Group · 2026
Confidential Proposal
This document is prepared exclusively for Omnia Holdings.
Please enter the access code to continue.
Confidential · Peopletree Group · 2026
Closing Omnia's critical talent and performance gaps — delivering enterprise-grade capability across performance, talent, succession, and analytics.
Omnia Holdings is at an inflection point in its HR maturity journey. The business has the ambition, the scale, and the executive mandate to build a world-class talent function — but the tools and processes to support it have not kept pace.
Performance management remains largely manual and transactional, with limited visibility into what is working and where. Talent processes are underdeveloped. Skills visibility is limited. And the board is asking questions that the current environment cannot answer with confidence.
Microsoft D365 is Omnia's current long-term HR technology strategy — and it is three or more years from full deployment. Omnia cannot afford to leave these talent and performance gaps unaddressed for that long. The risk is real, the cost of inaction is measurable, and the opportunity to build a genuine competitive advantage through people is available right now.
Talent Management as a Service (TMaaS) is the bridge. It is an intelligent, fully managed solution that integrates with PaySpace and Microsoft, requires no heavy IT dependency, and delivers immediate, auditable value across performance, talent, succession, and analytics.
Key proposition: TMaaS gives Omnia on-demand access to enterprise-grade talent technology and specialist HR capability — at a fraction of the cost of building it in-house, and fully compatible with Omnia's long-term technology direction.
Based on our initial discussions, there is a clear view of what Omnia is trying to solve for and where the current constraints lie. Omnia is currently operating without a robust performance enablement system, with talent and succession processes still largely manual, and limited visibility into skills across the organisation. At the same time, there is increasing board-level scrutiny on talent governance, while the longer-term D365 solution remains several years away. The need now is for a practical solution that works within this environment — delivering value quickly without adding complexity.
No robust performance enablement system exists. Employee and manager self-service, workflow automation, and real-time reporting are all absent. Performance has direct downstream implications for reward, making this the most urgent priority.
Talent management and succession planning are still predominantly manual. This creates inefficiency, inconsistency, and limited insight — and leaves the organisation exposed when key people decisions need to be made quickly.
There is no structured view of internal talent across Omnia's three divisions. Skills mapping, internal mobility, and succession readiness data are not readily available, limiting the organisation's ability to optimise its existing workforce.
As a JSE-listed entity, Omnia faces board-level scrutiny on talent governance and auditability. The current state of manual, undocumented processes presents a risk that requires structured, auditable frameworks.
Omnia operates across multiple geographies and business units. The solution must empower local HR teams and line managers to own talent decisions — without creating heavy overhead at the centre or at MD level.
Omnia is a Microsoft house with a clear long-term direction toward D365. However, D365 is primarily a system of record and will not solve performance, succession, or talent management out of the box. The D365 journey is 3+ years away. Value is needed now.
Our commitment: Every element of this proposal has been designed in direct response to what Omnia told us matters most. We are not presenting a generic product — we are presenting a solution built around your specific context.
Most organisations treat performance as a bi-annual measurement exercise. Goals are written, scores are assigned, and the process is repeated. This is not performance management — it is performance administration. The distinction matters enormously.
True performance management is continuous. It is about ensuring that every individual understands how their role contributes to the company's strategic goals, that managers have the tools and confidence to coach in real time, and that the organisation can see — at any moment — where effort is aligned and where it is not.
Peopletree's framework addresses the seven most common failures in performance management: lack of clarity, poor system usability, infrequent feedback, inflexible goal-setting, low employee engagement, perceived unfairness, and disconnection from company strategy. We shift the conversation from "How do I justify a score?" to "How do we enable your performance?"
Define precisely how each role contributes to Omnia's strategic goals across Agriculture, Mining, and Chemicals. Every employee understands their line of sight to the business.
Identify the specific goal categories that require priority attention. Managers and employees agree on where time and energy should be directed — not just what needs to be done.
Establish concrete, outcome-based actions with clear success metrics. Goals are co-created, not imposed — building genuine accountability and ownership.
Enable continuous tracking and proactive coaching. When performance veers off course, the system surfaces it immediately — and provides the tools to respond.
Ensure every employee can see the tangible impact of their work on the organisation's results. Recognition is timely, specific, and connected to real business outcomes.
The most persistent failure in performance management is the quality of the goals themselves. Individuals tend to write goals that are inconsistent, ambiguous, and poorly aligned to what actually drives value in the business. Managers lack the time and frameworks to fix this at scale. TAILA solves this problem.
TAILA recommends role-specific, outcome-based performance goals aligned to Omnia's strategic objectives — removing the burden from managers and ensuring consistency across all levels and geographies.
Business strategy is translated into meaningful sub-goals at every level of the organisation. From the Group CEO's office to frontline roles in BME and Protea Chemicals, everyone is pulling in the same direction.
TAILA provides managers with conversation prompts, feedback frameworks, and coaching guidance — transforming every line manager into an effective performance coach, regardless of their prior HR experience.
The result: A real-time view of organisational alignment and return on effort across all 3,500 employees — with the governance trail and reporting depth required to satisfy board-level scrutiny. We help shift performance conversations from scorekeeping to strategy execution.
Performance management is the immediate priority, but it does not exist in isolation. The decisions that flow from performance data — who to develop, who to promote, who is at risk of leaving, who is ready to lead — require an integrated ecosystem to be made well.
TMaaS provides a unified platform that connects every element of the talent lifecycle. This is precisely what Omnia asked for: one integrated suite rather than multiple disconnected tools and data sources.
| Capability | What It Does | Business Value for Omnia |
|---|---|---|
| Talent Strategy | Aligns the people strategy to Omnia's business direction across all three divisions | Ensures HR investment is directed at the talent that drives the most business value |
| Talent Assessment | Builds dynamic talent profiles capturing strengths, skills, motivations, and mobility preferences | Replaces gut-feel decisions with evidence-based insights. TAILA helps managers understand their teams and prepare for meaningful career conversations |
| Talent Identification | Differentiates between past performance, future potential, and promotability using 9-box and readiness frameworks | Enables Omnia to make confident, defensible talent decisions — and to identify who is truly ready for more |
| Performance Management Priority | TAILA-powered goal cascading, continuous feedback, and real-time coaching | Connects every employee to company strategy. Shifts performance from administration to genuine enablement |
| Talent Development | 70-20-10 development planning, competency frameworks, and individual development plans | Builds the capability pipeline Omnia needs for its next phase of growth — particularly in leadership-critical roles |
| Succession Management | Proactive de-risking of critical roles with board-ready succession reporting | Directly addresses board-level governance concerns. Provides auditable, structured succession pipelines across all business units |
| Internal Talent Marketplace | TalentProfile provides skills mapping, internal mobility tracking, and career aspiration data | Gives Omnia a comprehensive view of the skills it already has — and where the gaps are — across 26 countries |
TMaaS is not a software licence. It is a fully managed service that provides everything Omnia needs to bring its talent strategy to life — without creating a burden on internal IT, HR, or finance teams.
| # | Capability | What This Means for Omnia |
|---|---|---|
| 1 | Talent Process Design & Refinement | We co-design performance, talent, and succession frameworks that fit Omnia's specific operational context — including the distinct requirements of Agriculture, BME, and Protea Chemicals |
| 2 | Zero-Burden IT Infrastructure | We provide the full technology stack: secure cloud hosting, licensed software, maintenance, and technical support. Omnia's IT team is not required to build, host, or maintain anything |
| 3 | Data Design & Management | Robust data pipelines, governance structures, and integration with PaySpace ensure data accuracy, completeness, and auditability from day one |
| 4 | Data Analysis & Visualisation (DataWiz) | Tableau-based reporting that transforms raw talent data into board-ready insights. Configurable dashboards for succession, performance, and skills — with the option for Omnia's BI team to author their own reports |
| 5 | Project Management & Implementation | A dedicated Peopletree team manages scope, delivery, timelines, and milestones — ensuring the programme stays on track without consuming Omnia's internal resources |
| 6 | Change Management & Training | Comprehensive adoption support including train-the-trainer programmes, manager guidance, employee communications, and Omnia-specific resource centres — ensuring the solution is used, not just deployed |
The TMaaS platform is designed to work within Omnia's existing technology landscape. We support flexible data integration with both PaySpace and Microsoft — including SSO, data pipelines, and API-based approaches — configured to fit Omnia's environment rather than relying on a pre-built native connector.
Performance management, 360° assessment, development plans, and TAILA goal cascading
Skills taxonomy, career aspirations, internal mobility, and talent marketplace
Centralised HR data platform integrating payroll, talent, and performance data
Tableau-based people analytics: succession dashboards, talent reviews, board reporting
TMaaS is not simply a technology platform. Embedded within the service is a suite of proprietary intellectual property — developed by Peopletree over 25 years — that gives Omnia a structured, evidence-based foundation for every talent decision it makes.
A research-based behavioural competency model built from 98 peer-reviewed studies — designed as modular building blocks that can be combined to create role-specific talent profiles. Culture-free, non-biased, and applicable across every level and geography in Omnia's organisation. Each competency includes practical development advice, coaching tips, and competency-based interview questions.
Optional: A certified training programme is available for HR practitioners and managers, enabling Omnia to build internal capability to work with the framework independently.
A structured classification of functional and technical knowledge across Omnia's business domains — covering what people know, not just how they behave. The taxonomy complements the competency framework to create a complete three-pillar talent profile for every role: behavioural competencies, technical knowledge, and experience. This gives Omnia the language and structure to manage skills visibility, identify gaps, and plan capability development at scale.
A validated multi-rater 360 assessment built on the Talent Genome framework. Using forced-ranking methodology to reduce bias, assessments take 9–14 minutes to complete and generate balanced, actionable reports for employees, managers, and HR. The data feeds directly into performance management, succession planning, leadership development, and talent review processes — making the assessment a single investment that serves multiple purposes across the HR value chain.
All three components are included in the TMaaS investment. There are no additional licence fees for the Competency Framework or Technical Skills Taxonomy. The optional certification programme for HR practitioners is available at a separate cost.
Omnia is actively benchmarking the market. We welcome that rigour. Here is how TMaaS compares honestly against the most likely alternatives.
| Alternative | What It Offers | Where It Falls Short for Omnia |
|---|---|---|
| PaySpace Performance Module | Basic performance tracking as an extension of the payroll system | Succession planning is available as an add-on, but the overall offering remains a transactional measurement tool. No AI-assisted goal cascading, no integrated talent profiling, limited analytics depth, and insufficient capability to address board-level governance expectations |
| Microsoft D365 (out of the box) | Strong system of record; broad HR module coverage | Requires significant customisation for performance and talent management. 3+ year implementation horizon. Not designed as a specialist talent enablement platform |
| Building In-House | Full control over design and architecture | Requires dedicated HR technology, data, and change management teams. Cost-prohibitive. Slow to deliver value. Diverts focus from core business |
| TMaaS by Peopletree | Integrated, AI-powered talent and performance suite with full managed service | — |
We have delivered measurable outcomes for organisations facing the same governance pressures, scale challenges, and talent gaps that Omnia is navigating today.
A prominent JSE-listed Real Estate Investment Trust faced intense board-level scrutiny regarding the robustness of its succession planning and talent governance. Manual processes and fragmented data made it impossible to provide the auditable, structured evidence the board required. Peopletree deployed TMaaS to digitise the talent review process, establish a clear succession framework, and implement board-ready reporting through DataWiz. The result was a fully auditable succession pipeline that satisfied governance requirements and significantly reduced the HR team's administrative burden — freeing them to focus on strategic advisory.
A major South African retail group with over 10,000 employees deployed TalentPrint to digitise and streamline its entire talent review workflow. The transition from manual, spreadsheet-based processes to an integrated digital platform delivered significant time savings, improved data accuracy, and gave HR and business leaders real-time visibility into internal talent mobility and succession readiness.
A major multinational telecommunications group engaged Peopletree to design and deploy a leadership development programme across 17 markets and five languages. The programme established a consistent leadership model, built manager capability at scale, and was delivered across Africa and the Middle East within five months — demonstrating Peopletree's ability to manage complex, geographically dispersed engagements with strong local adoption.
We understand that Omnia needs to demonstrate progress quickly — both internally and to the board. Our implementation approach is designed to deliver visible wins early, while building the foundation for long-term capability.
Deep-dive into Omnia's current state across all three divisions. Define the talent strategy, establish data architecture, configure PaySpace data integration and Microsoft SSO, and agree on the implementation roadmap with key stakeholders.
Deploy TalentPrint Performance Module with TAILA goal cascading. Facilitate strategic goal alignment workshops. Train managers and employees. Establish the performance framework across priority business units — delivering the most urgent quick win.
Deploy TalentProfile, talent assessment frameworks, and succession management. Conduct the first talent review cycle. Establish the internal talent marketplace and skills taxonomy across Omnia's global workforce.
Activate DataWiz reporting suite. Build board-ready succession and talent dashboards. Deliver the first executive talent report. Enable Omnia's BI team to author and customise their own reports within the platform.
Ongoing managed service: regular talent calendar execution, process refinement, reporting updates, and strategic advisory. Peopletree operates as an extension of Omnia's HR function — not as a vendor.
The following investment reflects a tailored commercial structure for Omnia's full population of 3,500 employees, inclusive of all technology, implementation, and managed service fees for Year 1.
All technology fees include hosting, security, authentication, maintenance, and technical support. No hidden infrastructure costs.
Multi-year contract terms attract additional discounts. Modular pricing is available if Omnia wishes to phase the rollout. Exit clauses can be structured into the agreement.
The annual investment reduces materially from Year 2. Implementation and configuration fees are front-loaded in Year 1. Ongoing professional fees continue at a significantly lower level, covering consulting support, strategy reviews, and platform optimisation.