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  • ABOUT CENTROID STRATEGY

Where people, organization
design, and pragmatic AI meet.

We help organizations navigate the human reality of transformation — redesigning how people work together, supported by the rigor of data, the clarity of decision systems, and AI that knows its limits and respects human judgment.
OUR DIFFERENCE

What makes us
Different

Most HR and organization transformation consulting follows a predictable path: analyze, recommend, present. Then the consultants leave — and six months later, nothing has changed.

Centroid Strategy works differently. We don’t just advise. We stay to design the operating model, build the analytics, and implement the systems that make transformation stick. And we do it with empathy for the fact that behind every org chart box is a person navigating uncertainty, political complexity, and real stakes.

We combine depth with build capability

Most OD consultants advise but don’t build. Most analytics firms build but lack OD depth. We do both — grounding transformation in proven frameworks like Galbraith’s Star Model and McKinsey 7S, then building the data pipelines, dashboards, and AI systems that support execution.

We start with people, then add data and AI

Technology firms sell AI-first solutions and retrofit them to HR. We start with the human decisions leaders struggle with, the change employees resist, and the politics that slow everything down — then we design analytics and AI as support tools, not replacements for judgment.

We're practitioners, not theorists

We’ve sat in the seats you’re sitting in — navigating layoffs, restructures, post-acquisition integrations, and the messy reality of organizational change. We know what it’s like to present to a board that’s skeptical, to manage a workforce that’s anxious, and to implement change when you don’t have perfect information.

We build capability, not dependency

Our goal is that you need us less over time, not more. We transfer knowledge, document systems, train your team, and leave behind capabilities your organization can sustain — not vendor lock-in or systems that break the moment we’re gone.
HOW WE THINK

Our principles

These aren’t process steps. They’re beliefs that shape how we work with every client — the principles that guide our decisions when situations get complex, ambiguous, or politically charged.

Transformation is a people problem with a data solution, not the reverse. We start with the human decisions leaders struggle with and the change employees resist, then design analytics and AI as support — not replacements for judgment, relationships, or accountability.

AI recommends. Humans decide. Accountability stays clear. We design AI systems with governance, explainability, and human oversight built in from day one — because the moment you can’t explain a decision to the person it affects, you’ve lost their trust.

We measure success by whether transformation sticks, not whether decks get approved. Beautiful frameworks mean nothing if they don’t translate into systems people actually use, decisions that get made faster, and accountability that’s clearer six months after we’ve left.

We build capability, not dependency. Our goal is that you need us less over time — not more. We transfer knowledge, document what we build, and train your team so the systems we create outlast our engagement.

LEADERSHIP

Debanjan (Deb) Sen

Founder & Principal Director

Debanjan (Deb) Sen is a senior People and Organizational Transformation leader with over 20 years of experience helping organizations redesign how work gets done — aligning organization structures, workforce strategy and people systems to business outcomes. He has held senior leadership and consulting roles with global organizations including Société Générale, Wikipedia (Wikimedia Foundation), Deloitte Consulting and Aon Hewitt, leading large-scale organizational change internationally across complex multinational and distributed workforce environments.

As Founder & Principal Director of Centroid Strategy Consulting, Deb works with CEOs, CFOs and CHROs to shape organization design, HR operating models, workforce strategy, compensation design, and people analytics — and to translate these into practical systems, decision frameworks and operating practices that businesses implement. His approach combines strategy, design and hands-on execution, with increasing use of analytics, automation and pragmatic AI to strengthen leadership and HR decision-making.

OUR WORK

What clients
typically hire us
for

Organizations come to us at inflection points — scaling, restructuring, integrating after M&A, or navigating leadership transition. They need more than advice. They need systems redesigned, decisions clarified, and people supported through change.

Here’s where we add the most value:

Operating model redesign (HR and business operating models)

Redesigning how work is organized, how decisions are made, and how accountability is structured — grounded in frameworks like the Star Model and operating model canvas, then built out with role clarity, governance design, and decision rights frameworks (RACI, RAPID).

Role clarity, decision rights, and governance in complex organizations

When it’s unclear who owns what, when decisions require too many sign-offs, or when accountability feels diffuse — we map decision rights, design role architectures, and build governance frameworks that make it obvious who decides, who approves, who’s consulted, and who’s informed.

People systems that drive execution (performance, workforce planning, talent processes)

Building the HR infrastructure that enables transformation — performance frameworks that align with strategy, workforce planning that connects capability to business needs, succession systems that reduce key-person risk, and compensation structures that reward the behaviors you actually want.

Workforce analytics that leads to interventions (not just dashboards)

Designing people analytics as decision infrastructure — attrition risk models that give leaders 3-6 months of lead time, compensation equity audits that surface bias, workforce scenario modeling that tests restructuring options before implementation, and dashboards calibrated to the questions leadership actually asks.

Pragmatic AI enablement in HR with clear boundaries and escalation

Implementing AI where it genuinely helps (automating queries, scenario modeling, pattern recognition) while keeping it out of high-stakes decisions (hiring, promotions, terminations). We design governance frameworks, build human-in-the-loop systems, and ensure explainability and bias auditing are built in from day one.

CLIENT FEEDBACK

What clients say

We measure our work by the outcomes our clients achieve — not just the frameworks we deliver. Here’s what organizations have said about working with us.

★★★★★ 5.0

Organizational Structure Design

“I had a wonderful experience working with Debanjan and will soon be working with him again. He took the time to really learn the details of my business to structure a tailored HR plan that fit my business perfectly. He was on time with his deliverables and flexible to meet my difficult schedule. I would highly recommend him.”

★★★★★ 5.0

Global Compensation Analytics & Design

“Deb was an instrumental consultant for us. He brought a level of expertise to our practices that we sorely needed and was valuable in helping us review our compensation system. Deb provided impactful recommendations that skillfully adapted organizational best practices with the needs of the Wikimedia Foundation.”

★★★★★ 5.0

Organization Development for Hospital Group

“I thoroughly enjoyed working with Debanjan. He is extremely professional, has a good sense on how to manage different cultures, very generous with his advice and, to top it all off, a good sense of humour! He engaged excellently with a somewhat junior team and showed great patience as he guided them through the grading process. No hesitation to have him on another project.”

★★★★★ 5.0

Hierarchy Titles & Salary Scale Design

“Very experienced and approachable HR Consultant and was able to deliver the job milestone timely.”

Ready to navigate transformation
with empathy and rigor?

If you’re facing organizational change and need a partner who understands both the human complexity and the technical execution — let’s start a conversation.

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