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Our HR services

HR advice

From time to time you may need help with the odd thing or two. Perhaps your contracts need updating, you need a maternity leave policy or redundancy guideline advice and supporting documentation.

No matter how small your request, we can provide you with what you want, when you want it. Ad hoc advice and support is charged on an hourly rate basis and so there is no on-going commitment to continue using us if you don’t need to.

HR Audits

We can assess your existing HR arrangements to ensure legal compliance and provide an action list to give you peace of mind and with some pointers to work towards enhancing your existing procedures – if you need them…

And if you do need them, you will receive an action list of priorities that need to be addressed. From that we will help you to develop an HR strategy from an informed position, allowing scheduling and budgetary accuracy.

This process can take up to three days of time to conduct, but the timeframe over which those hours can be spread is determined by availability of documentation, schedules of interview subjects and other potential interventions.


For SMEs who cannot justify the cost of a permanent in-house presence, consultancy provides the answer by way of support appropriate to the needs of your particular company, for the hours that are required and to your schedule. The idea is that you don’t have to pay for HR down time. Your company’s overheads remain streamlined.

We can also work along side in-house HR staff to take on particular projects or initiatives ensuring an uninterrupted level of internal HR support.

Whatever the issue, HR consultancy can provide the people management practices to make you an employer of choice. Let us provide you with the professional HR skills that will match the professional skills of your core staff. Our expertise is at your service.


We provide a range of people-related training courses enabling your in-house skills to be developed, examples include:

  • Interviewing skills
  • The perfect performance appraisal
  • Use of the disciplinary procedure guidelines
  • Use of the grievance procedure guidelines
  • Develop team working skills
  • Develop team leading skills
  • HR responsibilities for managers

Each is based upon a common template, but tailored towards the needs of your particular organisation.

Management development and leadership training courses are also available, and include topics such as delegation, motivation, performance management, team management, time management / planning, communication, coaching/mentoring.


Does the person who is responsible for HR in your office have sufficient knowledge? Would they benefit from some mentoring and coaching?

A structured programme around the individual’s needs and those of your company ensure that you see a clear return on investment and increase in your company’s knowledge.

If you have in-house HR support who may need a little guidance, we offer an excellent mentoring scheme which has proved to be a resounding success. We provide a structured training programme which gradually takes the appointed person through all aspects of the employee lifecycle and ensures awareness of the HR issues at each stage.

The benefits are that you are able to develop knowledge in-house with the added advantage of providing a career path for the HR representative. You could say we were doing ourselves out of a job!


Mediation is an objective, impartial, third party intervention whereby the parties in dispute are guided towards reaching their own resolution. It can be used at any point before or during a disciplinary or grievance procedure. When used at the initial stages of a dispute, it can avoid the need for formal processes altogether, it could also avoid tribunal claims.

Our Chartered Institute of Arbitrators (CIArb) accredited mediator will work with the conflicting parties and get to the heart of the problem, helping promote better and longer lasting working relationships.

How does it work?

  • Our mediator will meet with all parties individually first to gain an understanding of their view of the conflict;
  • There will then be a group meeting with all parties concerned where the mediation process will begin;
  • The mediator does not tell the parties what the solution is or should be, but facilitates them in finding their own solution;
  • Feedback is presented to the manager/HR representative;
  • We will keep in regular contact to find out how the situation is developing.

In what circumstances can it be used?

Almost any situation where there is a serious disagreement, clash of personalities or allegation which has or may result in the disciplinary and grievance procedure.

Some issues are not suitable for mediation and some issues may be too entrenched for mediation to work - our professional training will enable us to determine whether this is the case or not.

How do I find out more?

If you are aware of a situation which could benefit from mediation or you would simply like to learn more then please contact us.