Case Study One: Start Up.

I was approached by a small, local events business, who were looking to take on their first employees. They had previously spoken to a large, national HR service provider, but wanted to speak to me as an independent HR specialist as they didn't want to get locked into a long-term contract. I agreed – they didn't need long term support yet, but rather a personal approach, giving them only what they needed.

We arranged a call, and they talked me through who they are, what they do, what their values are and their future plans for the business.  Having had a chat, I loved their philosophy and so was delighted to have the chance to work with them.

Based on what they had told me, I provided them with employment contracts, a company handbook and the policies that they need to get their employment journey off on the right foot.  All tailored to meet their specific requirements.

I love seeing a business grow like this and keep in touch to see how they are getting on, so I know that they know I am here whenever they need me. Oh, and I attend their events whenever I can as well!

sunset over lush valley with wildflowers and rolling hills showcasing nature's beauty and vibrant colors two fields two hills

 

 

Case Study Two: Medium Sized Established Business.

One of my longest standing clients as a HR specialist is a horticultural nursery in the south of England. They approached me as the two main Directors were retiring, and they wanted an HR Audit to make sure they handed the business over in good shape to the new MD.

This was a family business that had grown organically over many years and had always tried to treat their staff as well as possible. Unfortunately, this had led to some unusual and confusing legacy policies, and some gaps in what they needed.

We set up a call and agreed on the aims of the audit. They were looking for:

  • A clear people structure that could grow with the business
  • A clear set of policies that reflected the needs of the business
  • A clear pay and incentives structure
  • An identified career progression plan

I conducted a full review of the documents that they had and had several meetings with the senior management team to fully understand how they operate now, and what they wanted for the future.  I also wanted to be sure of their priorities and timescales for getting any changes done, as well as the company culture, and how change was perceived.

I then put all my findings and recommendations into a report, which I went through with them, giving them different options on how to get the work done.

I was delighted to take them on as a retainer client and enjoy working with them to this day. We've updated the legal stuff, simplified the processes, and introduced an effective appraisal programme linked to both tasks and behaviours, which allows them to identify the supervisors and managers of the future.

They know they can call me with any issues, and I know they will take advice (even if they don't like it). It's a relationship built on trust, and one that I value enormously.

 

 

Case Study Three: Large Business Restructure.

I was asked to support a large games company in the North, as they were having to go through a massive restructuring and redundancy programme. They did have an HR team within the company, but they had never been through a process like this and, like most in-house HR teams, were incredibly busy with other things. They had therefore decided that they needed additional HR specialist support on this project.

 

My role was to understand the business case for each pool of potential candidates, and to identify any risk areas, which I did through conversations with the HR team, and the relevant managers.

It quickly became apparent that the HR team had a basic knowledge of the processes, but the managers did not – training was required, and so I delivered a couple of online sessions to take them through the process and their responsibilities. This helped them understand what the legal requirements were, as well as what to expect from consultation.

As we worked through the process, I provided the team with the paperwork they needed, and advice on the steps to take as we lead up to the consultation meetings. I then travelled to the company head office to attend the meetings to support the managers.

Redundancy is never an easy process – those who are at risk of losing their jobs haven't done anything wrong, and those who aren't are often upset at seeing their colleagues go through such a difficult time.  It requires empathetic handling to make the process as easy as possible for everyone involved, and I was happy to be able to provide my experience to help the company do that.

person working at a laptop designing robotic hands with 3D modeling software

 

 

Get in Touch!

Let's have a chat about your needs and how our HR advisory services can help!

Select one option

See our privacy policy.
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

 

Cookie Control