HR advisory
HR systems that hold up when the company grows
Audit, structure, policy and performance — the unglamorous foundations that decide whether good hires stay and managers can lead.
Core areas
Where HR consulting makes the biggest difference
We start where the risk or friction is highest, then work outwards.
HR audit & diagnostics
A structured review of contracts, records, payroll hygiene, policies, onboarding and exit process — with a prioritised action plan you can execute.
Policies & employee handbook
Handbooks written in plain language and tailored to your operating reality, from leave and remote work to discipline and grievance.
Performance systems
Objective setting, appraisal cycles, review templates and manager coaching so performance conversations actually happen.
Organisational structure
Role clarity, reporting lines, span of control and job descriptions that reflect what people are genuinely accountable for.
Employee relations
Practical support on grievances, disciplinary process, restructuring and difficult conversations — handled fairly and documented.
Compliance & process support
Employment documentation, statutory obligations and record-keeping discipline, with guidance on when to involve legal counsel.
HR strategy
From firefighting to a people plan
Strategy work translates your business objectives into headcount, capability, cost and culture decisions leadership can commit to.
Workforce & cost planning
What roles, when, at what cost — modelled against your growth case.
Capability mapping
The skills you have, the skills you need, and the fastest route between them.
Culture & engagement
Listening mechanisms and practical actions, not an annual survey nobody acts on.
Succession & retention
Identify critical roles and single points of failure before someone resigns.
FAQs
Common questions about HR consulting
Start with an honest HR review
A short diagnostic engagement that tells you exactly where your people risk sits and what to fix first.