We’ve worked with organisations across a wide range of industries since 1980, including healthcare, retail, banking, iGaming, technology, pharmaceuticals, and professional services. What matters most is the nature of the challenge and the kind of support your organisation needs.

Yes. We shape our training programmes around your organisation’s needs, using proven frameworks adapted to your people and context.

Look for a partner who takes the time to understand the issue before recommending a solution. The right partner should bring experience, ask the right questions, and build solutions around your organisation rather than offering a generic programme.

We start by understanding what’s really driving the challenge, then combine structured frameworks with senior practitioner experience to design solutions that can be applied and sustained in practice.

The best leadership training company in Malta for your organisation is one that combines practical experience with tailored delivery. At Mdina Partners, our focus on leadership development supports real behavioural change and builds skills that can be used immediately and sustained over time.

The cost depends on the scope, format, and level of customisation required. After an initial conversation, we define the work clearly and price it accordingly. Where applicable, we can also guide you on IIS funding, which covers up to 70% of the investment.

Yes. Many of our training programmes qualify for IIS funding, with support of up to 70% depending on eligibility.

Yes. We can handle the full process from start to finish, reducing the administrative load on your team while keeping the process clear.

Yes. Our programmes can be delivered in-person and online, depending on what works best for your team and objectives.

Yes. Interim HR support can be used for a defined project, including role structuring, organisational design, HR transformation, change support, or a specific people-related challenge that needs experienced input for a set period.

Yes. If your role structure is unclear, that’s often the right place to begin. We can carry out a full role-mapping and job evaluation exercise to build a compliant and defensible pay architecture ahead of the EU Pay Transparency Directive.

We agree the payment structure clearly at the start. An initial deposit is required for all engagements, with the remaining balance scheduled according to the scope and duration of the work. For longer training or advisory engagements, this is typically structured through monthly payments.