PRIMA TRANSFORM
Workforce modernisation, with care.
Wherever you are on your transformation journey, we meet you there. From strategy through to execution: designing the strategy, analysing the work, redesigning the workforce, partnering with your IT teams and specialist AI partners, and optimising the balance between people and technology, alongside your leadership throughout, and guiding the managers tasked with making it happen.
WHY NOW
Redesigning work is the key to unlocking value in the AI era.
“AI is a complete inversion of how information flows in an organisation. Once you have that, you have to redesign the work structure, because the current structure does not make sense.”
Satya Nadella – CEO, Microsoft – Davos, January 2026
Sources: McKinsey & Company, “Seizing the agentic AI advantage” (June 2025) and “Superagency in the workplace” (January 2025); BCG, analysis of 200-plus at-scale AI transformations.
WHERE WE’RE CALLED IN
The change events that actually reshape workforces.
AI gets the headlines, but it is rarely the only thing moving. Most of our work sits where two or three of these collide at once.
THE PROBLEMS WE SOLVE
These are the sentences we actually hear.
Most transformations arrive with a business case, a new structure and a roadmap. All of it useful, none of it self-executing, and the doing is where programmes quietly stall. Any of them can be the starting point.
WHAT HAS TO HAPPEN
With you through the whole transformation.
Prima covers every stage, and picks up wherever you already are. We meet you where you are.
THE METHOD
Start small. Go big. Or anywhere in between
Seven stages, and a client enters at any one of them, the start, the middle or the end. The deliverables named under each stage are what appear in the statement of work, so you know exactly what you are buying before it starts.
The 4R lens — remove, reduce, reallocate, redesign — and the SMART work design model it draws on were created by Professor Sharon K. Parker, Centre for Transformative Work Design, Curtin University.
THE 5B MODEL
Once the work is redesigned, it has to be resourced.
The 5B model tells us where the capability comes from; build, buy, borrow, bot or bundle – one deliberate call per piece of work.
None of this is an HR exercise. The same method is pointed at finance, procurement, sales, service, operations, legal and technology; each with a detailed outcome map behind it, and we bring the maps for the areas you nominate.
THE PEOPLE CARRYING IT
Redesign is a plan. Someone still has to deliver the change.
The gap most transformation programmes leave is the human one, a people leader who has never run a change event of this size, and an employee who found out on a Tuesday. Because Transform sits inside Prima, that gap is already covered by the same group, under the same standard.
Leaders equipped to run the event
Leading Through Change, and Preparing for Impact Conversations - Prima Perform’s workshop programs, run before the announcement rather than after it.
Teams supported during the consultation
Support Through Change - leader briefings, a Lunch & Learn series and the Finishing on a High programme, running while the change is still in train.
Employees supported through transition
Redeployment first, then Prima Careers - with unlimited psychological support as a standard inclusion.
The team that stayed
Survivor syndrome and rebuilding discretionary effort, addressed deliberately instead of hoped away.
WHO WE WORK WITH
Different starting points. The same underlying problem.
The CEO
A thinking partner to shape workforce strategy with the CHRO and CTO, and translate it for the executive committee. Usually enters at the business case.
The Chief People Officer
Modernising the people function across SaaS, AI and offshoring - led with empathy, not as another tech project. Usually enters at the diagnostic.
The CTO/COO
A business-side partner who works with you, not to you, and stays through delivery rather than handing over a methodology. Usually enters at build and adoption.
The transformation lead
Senior expertise that hits the ground running - frameworks ready, done before, seen through to results. Usually enters mid-programme.
The Head of Organisational Design
Structure, roles and decision rights redrawn around how the work now runs - with the analysis to defend each call, not a boxes-and-lines exercise. Usually enters at the redesign.
The Head of Talent
Skills, sourcing and capability rebuilt for work that has changed shape - so the people plan matches the operating model rather than trailing it. Usually enters at work analysis.
WHO LEADS IT
Global transformation expertise, brought to Australia
Prima Transform is led by Mark Condon, who spent eighteen years based in the US and Singapore advising global enterprises on how to buy, build and operate their workforces – increasingly with AI in the loop. He co-founded and scaled QuantumWork Advisory inside Allegis Group, a global advisory and systems integration practice growing from zero to a 100-plus person boutique in three years, competing and winning against the strategy houses and the Big 4 for Fortune 500 work. Before that he built and led the global consulting, technology, digital and solutions function for Allegis Global Solutions, doubling revenue between 2015 and 2019. He now brings that to Prima – a human lens alongside the technological one, and a group that can carry the work from design through to the people it affects.
SIX ENGAGEMENTS, ANONYMISED
Sectors, scale and outcomes are accurate.
Semiconductor - Fortune 200
Current-state audit of the technology stack, delivery teams and business processes, then a two-to-three year roadmap with architecture, build-or-buy calls and agentic workflows across talent acquisition, talent management and HR operations. Presented with the client to their C-suite.
Aerospace and defence - ~160,000 people
Business redesign across four separate talent functions, with duplicated roles and overlapping technology removed rather than re-licensed. 20% cost reduction.
US healthcare - ~300,000 employees
Talent acquisition capability rebuilt around skills analysis, intelligent matching and automation, against 70,000 nursing hires a year. 30% improvement in talent flow-through.
Global technology - Fortune 50
Enterprise SaaS platform rolled out across 30-plus countries and 25,000-plus users, including the integration model, change programme and partner ecosystem. 60% less administrative burden and $50M+ saved annually.
Workforce technology - global software leader
Eight competing technologies analysed to produce a product roadmap with build-or-buy recommendations, and an AI differentiation strategy at the intersection of IT and HR technology.
Workforce services - North America
Go-to-market and delivery-model redesign to move the business out of staff augmentation. 30% margin improvement, with major contract wins following.
Clients are not named here. Sectors, scale and outcomes are accurate; the detail is available under NDA in a scoping conversation.
Wherever you are, we will start there.
Strategy without execution is theatre. Execution without care for people is disruption.
