“There is nothing so practical as a good theory.”

Kurt Lewin

About us

What is PeopleCentriX?

People-centricity is not a value. It is a performance model.

PeopleCentriX is an evidence-based people-strategy advisory, founded in March 2022 by Tanguy Dulac in Switzerland. It works with organisations of 500 to 50,000 people on every continent.

It does two things. People Strategy, for Chief People Officers: a board-approved people strategy, defined, activated and proven. People Centricity, for Chief Talent Officers: talent attracted, engaged and unleashed through focused interventions with a stated end.

Those two are the whole business. Once delivered, we do not chase any other implementation mandate.

Who is behind PeopleCentriX

One question, asked since 2001.

Tanguy Dulac, Founder & Managing Partner of PeopleCentriX

Tanguy Dulac

Founder & Managing Partner, PeopleCentriX

Credentials

PhD, Management Science — London School of Economics / Université catholique de Louvain
MSc Applied Economics — Université catholique de Louvain
MSc Psychology — Université catholique de Louvain
Academy of Management Journal (2008) — cited more than 1,000 times
Lecturer — University of Fribourg; Haute École de Gestion de Genève
Editor-in-Chief — WeAreHuman@Work

Between 2001 and 2006, Tanguy spent 5 years on one question: what happens to people when the promise their organisation made is kept, and what happens when it is broken. His joint PhD at the London School of Economics and the Université catholique de Louvain followed newcomers through their first year — from day one to month twelve — and modelled the psychological contract between them and their organisation: the circumstances that predict fulfilment, breach and violation. That research, published in the Academy of Management Journal and cited by more than 1,000 academic articles, is the intellectual foundation of the People Centricity Framework™ and Formula™: the science of fulfilment at work.

Fresh from the doctorate in 2006, he applied to one firm, PwC, for one reason: Saratoga, the practice Jac Fitz-enz built, where measuring the value people create was the whole job. 20 years later — after more than 15 years at PwC and Deloitte — he is still asking Fitz-enz’s question in the form it now takes: a people or a talent strategy is only real once its value is measured, and the measurement has to feed back and correct the strategy.

He teaches Sustainable Human Capital Management at the University of Fribourg and Human Capital Risk Management at the Haute École de Gestion de Genève, and edits WeAreHuman@Work, a newsletter on sustainable work read by more than 15,000 HR and business leaders.

Discover Tanguy’s complete profile on LinkedIn.

The track record

The numbers, and how they were built.

Every figure on this site is counted the same way, from the same record. Here is what each one counts — and what it does not.

20years building people strategiesSince September 2006, at PwC, Deloitte and PeopleCentriX
90engagements led personallyAcross private, public and international organisations
30organisations served3 engagements per organisation on average — renewed because the first piece of work held up
1,000+academic citationsOf the doctoral research behind the science of fulfilment at work

Engagements and organisations are counted from the founder’s project-by-project record, 2006–2026. Work delivered at PwC and Deloitte is Tanguy’s personal track record, not a PeopleCentriX client reference, and is described as such on request. Citations: Google Scholar, checked September 2026.

Where this work has been done

Some of the organisations that called.

Our case studies are anonymised. Our client contacts are not — we share them on request.

Private sector

  • Audemars Piguet
  • AXA
  • Cargill
  • Cartier
  • DHL
  • Ferring
  • Galderma
  • GSK
  • Gunvor
  • Lingaro
  • Lombard Odier
  • MSC
  • Nestlé
  • Novartis
  • Philip Morris International
  • Pictet
  • Richemont
  • Socar
  • Swiss Re
  • Temenos
  • Zurich

Public sector and international organisations

  • Abu Dhabi Government
  • Belgian Railways
  • CERN
  • Eurojust
  • European Commission
  • European Southern Observatory
  • GAVI
  • Hôpitaux universitaires de Genève
  • International Committee of the Red Cross
  • International Labour Organization
  • International Organization for Migration
  • International Organization for Standardization
  • Medicines for Malaria Venture
  • The Global Fund
  • United Nations Refugee Agency
  • Université de Genève
  • World Health Organization
  • World Intellectual Property Organization
  • World Trade Organization

Half private sector, half public and international — and the expectations of a research physicist, a private banker and a humanitarian delegate have almost nothing in common. Which is why we research expectations rather than assume them.

Read our case studies Ask for a client introduction

What we have built

The instruments we use, and give away in full.

What an advisory firm knows is in the instruments it works with. Two of ours we built; one we assembled from work older than the firm, and credited. All three are published, ungated and free to use.

The science
People Centricity Framework™ and Formula™

The Formula is the mechanism: expectations met become fulfilment, and fulfilled people move the business. The Framework is the 6 levers that act on it — 3 on the people side, 3 on the organisation’s. Together, the science of fulfilment at work.

Built on the 2008 doctoral research; used on every People Centricity engagement. Set out in full on People Centricity.
The method
People Centricity Methodology™

Four moves — Empathise, Strategise, Realise, Analyse — turning data into insights, insights into strategy, strategy into impact, and impact back into data. Assembled from design methods (1962), human capital measurement (1977) and lean experimentation (2011); each fails alone in a way the other two prevent.

Assembled and credited; run as one loop on every engagement since 2006. Set out in full on How we work.
The evidence
2026 HR Trends & Priorities Heatmap

64 trends across 20 themes from 10 publishers, hand-coded and cross-referenced — so a Chief People Officer can see what the field is saying before deciding whether to believe it. This year, 9 of the 10 named the same top priority.

Every source named; every ranking movement shown. Set out in full in the Heatmap — free, no form.

What guides us

In practice, not just on paper.

01We built the business to never compromise on advice.No implementation practice, no vendor partnerships, no downstream agenda for our recommendations to bend towards.
02We listen before we recommend.Every engagement begins with evidence, gathered from the front line to the board — not with assumptions imported from somewhere else.
03We stay until the impact is proven.Baselines are set before the work starts, the end condition is agreed in writing, and what did not move is reported alongside what did. We do not leave after the deck.
04We make rigour readable.Sophisticated thinking, direct communication. Every figure names its source and its limitation, and every recommendation fits on a page a board can act on.

Held to the standard we ask of our clients. PeopleCentriX Sàrl is a member of the Swiss Triple Impact programme by B Lab Switzerland, measuring its contribution to the Sustainable Development Goals and reporting it the way we ask clients to report theirs: baselines first, results in full.

Questions

Before you get in touch.

What is PeopleCentriX?

An evidence-based people-strategy advisory founded in Switzerland in 2022 by Tanguy Dulac. It helps Chief People Officers and Chief Talent Officers turn people investment into measurable results — strategies that get approved, interventions that get delivered, impact that gets proven.

Who is Tanguy Dulac?

The founder and Managing Partner of PeopleCentriX; an organisational psychologist with a joint PhD from the London School of Economics and UCLouvain on the psychological contract of newcomers in their first year, published in the Academy of Management Journal; 20 years at PwC, Deloitte and PeopleCentriX; a lecturer at the University of Fribourg and HEG Genève; and the editor-in-chief of WeAreHuman@Work.

Why not a Big Four firm?

Sometimes you should. If the work needs 200 people in 12 countries by Monday, we are the wrong call and we will say so on the first conversation. Otherwise the trade is scale for specialisation and continuity. They have 20 or more service lines; we have 2. There, a people strategy is the foot in the door — priced modestly because the implementation behind it is where the revenue sits. Ours is not. We hold no implementation practice, so there is no follow-on for our recommendations to bend towards. You get the team you met — we do not have a bench. And everyone here holds at least an MSc, with formal training in project and change management, in qualitative and quantitative method, and in design thinking. The full answer is on the People Strategy page.

Who does PeopleCentriX work with?

Chief People Officers, Chief Human Resources Officers, Chief Talent Officers and Heads of Talent Management in organisations of roughly 500 to 50,000 people, on every continent — half private sector, half public and international.

Work with us

Work with the people behind the thinking.

The founder is in the room from first conversation to board presentation, and we take on a small number of clients at any one time. If your problem needs scale, we will say so on the first call.

Let’s talk See how we work

A conversation, not a pitch. Most first calls are spent on your situation — what is breaking, what you have already tried, what your evidence is telling you. Some end with a proposal. Many end with a suggestion and nothing else.