Customized Solutions is the Huvantia service for companies in Colombia that need to solve a specific talent or organizational challenge (climate, structure, leadership, strategy or governance) with a project designed for their context, not with a template. We work with your team and leave tools that the company can keep using.
Take your first Huvantia self-diagnosis: four questions, no personal data.
Pains appear when least expected, and the way to navigate them is to prevent with strategy. These are some main findings in organizations that, even with a solid talent strategy, may occur.
When the organization grows but the structural design becomes obsolete, affecting role clarity and execution speed.
The company requires a competency model or performance evaluation system that doesn't exist in the market and must be designed from scratch.
The salary scheme is not aligned with real role responsibility or growth strategy, generating inequity or low motivation in key roles.
Top management experiences leakage of key leaders due to the lack of a career plan or specific incentives for their level.
Four steps to go from the challenge to the result, with you and your team.
We understand your context and your team, and translate the challenge into concrete objectives.
We build a proposal with you, with scope and deliverables.
We support your leaders and your team during execution.
We review results with indicators and leave tools to continue.
It is a project designed around your company's specific challenge: its size, its culture and its moment. Instead of applying a course or a template, we define the scope, the deliverables and the way to measure the result together with you.
A training course delivers content; a customized solution starts from a diagnosis and supports the implementation. It can include training, but also measurement, process redesign and follow-up with your leaders.
It depends on the challenge and the size of the team. In the first diagnosis we give you a concrete estimate.
Each project is quoted according to its scope and deliverables.
Yes. We adjust the scope to the size and maturity of the HR area: from companies with no HR team to organizations with established areas that want a partner for a specific project.
When it helps, yes: we can support the project with Huvantia Flow, our talent management software. It is not required to hire the consulting service.
Catalizador is strategic HR by the hour, with monthly banks of hours, for companies that do not yet have an HR department.
It gives you the strategy and structure an HR department would build, without the cost of creating one. When your company is ready to have its own department, it will receive it with processes, metrics and a roadmap.
For companies with more than 5 employees that do not yet have an HR department, at any stage of growth: startups, SMEs or subsidiaries of a multinational.
Each month you have a number of hours of live support. We focus them on the priorities of your roadmap, and the design and documentation work we do outside the sessions is also part of the service.
They do not roll over, but they can be rescheduled.
They are agreed at the rate of your bank of hours, with prior approval.
A Huvantia consultant, with senior support.
Yes. You can write to us on WhatsApp, by email or call us on our mobile.
When it helps, yes: we can support the process with Huvantia Flow to centralize your people information and measure.
It depends on the hours and the scope we define together. In the exploratory session we design your plan and give you a concrete proposal.
Contact
Leave us your details and we'll get back to you within one business day. If you prefer, message us on WhatsApp or by email.
You will hear fromCatalina MontealegreCEO of Huvantia
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Training that changes habits and behaviors, not just knowledge.
To align talent with the organization's culture and achieve business goals: so that productivity is the reflection of the employee experience.
We learn by doing, with the 70 | 20 | 10 model: 70% is experience applied to your real challenges, 20% is feedback and mentoring, and 10% is training and materials. Everything is customized to your organization and its culture.
Diagnosis and kick-off
Initial assessment, for example 360° leadership, and an alignment workshop on what it means to lead in your company.
Group immersion (if applicable)
Sessions on the group's critical topics, with practice and simulation dynamics.
Individual mentoring
One-to-one sessions with senior consultants to change behavior patterns through micro-habits, unlock limiting beliefs and achieve, starting from people, the changes the organization expects.
Closing
We celebrate the early wins obtained during the process.
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We do not diagnose and disappear: we measure to decide, and we stay until the plan is carried out.
Many companies are over-diagnosed and under-executed: they have surveys, but no plan that changes anything. We measure climate, culture, burnout or 360° leadership and turn it into clear priorities and concrete actions.
Alignment and design
Together with the HR team or senior management we define which decision they want to make. We design the measurement methodology and the communication, with a confidentiality and anonymity protocol.
Application and data collection
Execution of the agreed plan: we launch the methodology to collect information from active employees.
Report and action plan
Critical findings are escalated to the sponsor within 48 to 72 hours. We deliver an executive report with the gap map, prioritized recommendations and a presentation of results to management.
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The right people in the right place, decided with data and not only with intuition.
Promotions, teams and succession are often decided by perception. We build performance and competency evaluations that show who is who, where the potential is and what development each person needs.
Define what is evaluated
Competencies, values and profiles of your organization and of key roles.
Run the assessments
Digital assessments (personality, motivations, leadership, integrity, corporate values and cognitive skills). For senior management roles, ask about the availability of live projective assessments and competency-based interviews.
Report
An individual report and, for a group, an integrative report with the collective patterns.
Debrief and roadmap
One-to-one feedback session and construction of the individual or group development plan.
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More than duties: we define the impact of each role.
Organizations are rarely held back by a lack of talent; they are held back by rigid structures and outdated profiles. We clarify who does what and how that contributes to the business, to reduce duplication and bottlenecks.
Immersion and diagnosis
We assess the current structure against the business strategy.
Profile engineering
We co-create job descriptions with technical competencies, essential skills and high-impact KPIs.
Valuation and equity
We classify roles by strategic relevance, identifying priorities in compensation.
Activating change
We deliver a living duties manual and support leaders so the new roles are adopted (ADKAR model).
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Taking care of the team's energy is taking care of the business.
Burnout, coexistence conflicts and lack of inclusion are not soft topics: they affect decisions, loyalty and productivity. We design experiences where the team lives the learning instead of just listening to it.
Diagnosis
Confidential burnout diagnosis, energy game, resilience lab and a team respect agreement.
Workplace coexistence
Awareness programs or workshops that respond to the need identified in the diagnosis.
Inclusion
Awareness sessions or an inclusive leadership program, with a maturity measurement in diversity, equity and inclusion.
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From the pretty plan to the plan that gets executed.
Plans are wonderful; making them real, with strategy and structure, is another matter. We structure the key objectives, the indicators and a roadmap with priorities and early wins.
Mapping the current situation
What works, what is missing and which processes today sustain or hold back the business.
Key objectives and indicators
A few measurable objectives, aligned with the business strategy and with talent management.
Roadmap
Priorities according to the maturity of each process, with early wins to gain traction. Owners, follow-up methods and control dashboards are defined.
Execution and follow-up
Short check-in and accountability sessions so that what was planned really happens. We leave a follow-up tool installed: an indicator dashboard in the tool your team already uses (for example, Excel or Power BI), which we help you design and build so that follow-up continues after the project.
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More than rules: a common language to decide without friction.
Every growing partnership reaches a natural point of maturity: the business moves faster than the agreements on how decisions are made, and what has not been talked about starts to weigh more than what is written. We support partners and senior management in building cultural governance: foundational agreements, clear roles, decision rituals and rules for disagreement, which become visible culture for the whole organization.
We analyze decision-making as a system: the roles, processes, communication and culture of the partnership affect each other. With the Three-Circle Model (Tagiuri and Davis) we separate what is decided as an owner, as a manager and as a family, and with ADKAR we make sure the agreements are adopted.
Diagnosis
The real decision culture: psychometric assessments, one-to-one sessions and a baseline measurement.
Foundational agreements
Joint session: purpose, values, expectations and the roles of owner, manager and family.
Protocol and rituals
Decision protocol, partners committee, rules for disagreement and one-to-one mentoring.
Pact and cascade
Signed pact, a session with the leadership team and a closing measurement, with a later review of the protocol.
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Your company does not need an HR department yet. It needs a talent strategy.
When a company grows without an HR department, talent issues end up with the general manager, the accountant or whoever has time. Catalizador puts a Huvantia consultant, with senior guidance, to work only on what helps you scale: structure, metrics, development and retention of your people. It is for companies with more than 5 employees, in any industry: startups, SMEs or subsidiaries of a multinational.
Map
We review your current talent processes, written or not, and measure their maturity level. You can request your free diagnostic right away.
Translate
We turn that diagnostic into business language: what it means for your goals and what it costs you not to act.
Prioritize
We build a roadmap with clear objectives and early wins.
Act
With your bank of hours we design, document and launch the priority processes. Every month we review progress and the action plan.
Strategic management
If it is not measured, it did not happen.
So that decisions about your people are made with data and connected to the business strategy.
What we work on: People management metrics (people analytics), organizational diagnostics, strategic planning, culture, employer brand, change management, budget optimization and corporate governance.
Organizational design
Everyone knows what is expected of them.
To move from "everyone does everything" to clear roles that allow growth.
What we work on: Org chart, job profiles, operational capacity, salary study for key roles, compensation and benefits, and variable compensation.
Employee experience
So that your best people want to stay and grow with you.
To stop losing talent because of a lack of clarity about their future in the company.
What we work on: Attraction and assessment, onboarding, training, talent map, career and succession planning, internal communication, team-building activities and offboarding.
Administrative
Clear rules of the game, written down and followed.
So that the company grows without labor risks or improvised decisions.
What we work on: Policies and procedures, document management, disciplinary processes, risk management and alignment with the quality management system.
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A change does not end when it is announced. It ends when people live it.
A restructuring, a new leader, an expansion or a new way of working changes people's routines. We support leaders and teams to understand what changes, where there is resistance and which actions make the change last over time.
Change diagnostic
We map impacts, stakeholders and resistance through interviews, surveys or focus groups.
Change and communication plan
We design the roadmap with milestones, messages for each audience and the role each leader plays.
Support and follow-up
We work with leaders throughout the change, measure adoption and adjust along the way.
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If it is not measured, it did not happen.
Many talent teams invest in initiatives and cannot show their effect on the business. We turn your people data into metrics, dashboards and decisions, so that HR speaks the language of management.
From symptom to metric
We start from the business problem (for example, turnover or absenteeism) and define what to measure, with a data sheet for each metric.
Data and rules of use
We organize the sources, review data quality and agree on governance and confidentiality rules.
Dashboard and interpretation
We build the dashboard, read it with you and define the decisions that follow from it.
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Productivity is a reflection of the employee experience.
A person's experience in your company is built in every moment: when they arrive, when they learn, when they grow and when they leave. We review that journey with your team and improve the moments that matter most so that your best people want to stay and grow with you.
Journey map
We listen to your people and review each moment: attraction, onboarding, development, recognition and exit.
Improvement priorities
We choose the highest-impact moments, for example onboarding, training, career and succession planning, internal communication, team building or integration.
Implementation and follow-up
We design the actions, launch them and measure their effect.
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Everyone knows what is expected of them and how they are recognized.
When salaries are set case by case, internal inequities and decisions that are hard to explain appear. We design a compensation and benefits structure aligned with your roles, your budget and your market.
Roles and workloads
We review job profiles, workloads and operational capacity.
Market and bands
We run the salary study for key roles and design the salary bands.
Compensation and benefits
We define variable compensation, benefits and adjustment rules, with their impact on the budget.
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What you promise outside has to match what is lived inside.
Attracting good talent does not depend only on posting job openings. It depends on how clear and real your proposition as an employer is. We build it from what your people truly value and bring it into your attraction, onboarding and communication processes.
Internal and external listening
We run interviews or focus groups with employees and candidates to understand what they value and how they perceive you.
Employee value proposition
We define what you offer, what sets you apart and the key messages.
Activation
We leave you a guide for job openings, social media, interviews and onboarding.
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HR with a business vision is learned and practiced.
Many human resources professionals want to move from operational work to a strategic role, and many HR teams need to speak the language of the business. We offer two paths depending on how you prefer to learn: in a group or individually.
Starting point
We identify your strengths and gaps through a conversation and assessments.
Learning path
In a group, with HR, Sin Techo. Individually, with Alquimista HR.
Real-world application
You bring what you learned to a challenge in your own company, with support.
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First, know where you stand. Then, decide where to go.
Before launching inclusion initiatives, it helps to know where your company stands. We measure your maturity in diversity, equity and inclusion and design a realistic roadmap, with priorities your team can sustain.
Pre-diagnostic
A short questionnaire delivers a preliminary report on your starting point.
Maturity diagnostic
We go deeper with surveys, interviews or focus groups, with confidentiality.
DEI roadmap
We define priorities, actions, owners and tracking metrics.
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Surveys tell you how much. Focus groups explain why.
Decisions about talent, culture, brand or product improve when you understand what the people who matter to your business think, need and value: employees, candidates, customers or opinion leaders. We design and run the research, and turn it into actionable recommendations.
Research design
We define the objective, the participant profile and the question guide.
Sessions and interviews
We run moderated focus groups and interviews with opinion leaders, in person or virtually.
Analysis and recommendations
We deliver findings, anonymized representative quotes and an action plan.
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