01
HR Policy & Process Frameworks
Documented policies and repeatable processes covering the employee lifecycle, so decisions are made the same way regardless of who is making them.
HR Services
HR services that scale with your business
People operations, policy frameworks and hands-on HR advisory built for organisations moving from founder-led to process-led.
The problem
When informal HR stops holding up
Most growing businesses run their people function on goodwill and memory for far longer than is wise. It works until it does not, and the failure is rarely gradual.
- Policies that exist in the founder’s head rather than in a documented framework anyone can apply consistently.
- Appraisals that arrive once a year, are dreaded by both parties and change nothing about how anyone actually performs.
- Hiring driven by urgency rather than a defined role, so the wrong person is appointed quickly and replaced slowly.
- Good people leaving without warning, because nothing in the organisation was listening closely enough to notice.
What we deliver
A people function built to carry weight
Take the whole set or the single component that is missing. Each is designed to work on its own and to fit alongside the others.
02
Performance Management Systems
Goal setting, review cadences and rating frameworks that turn the annual appraisal into a continuous conversation managers are equipped to hold.
03
Competency Mapping & Job Architecture
Clear definitions of what each role requires and how roles relate to one another, giving you a defensible basis for hiring, appraisal and promotion.
04
Talent Acquisition Advisory
Advisory on how you define roles, source candidates and run assessment, strengthening your own hiring capability rather than renting it from an agency.
05
Employee Engagement & Retention Programs
Structured listening, recognition and development programmes that surface disengagement early, while there is still something useful to be done about it.
06
HR Compliance Advisory
A review of documentation, records and practice against the standards you are expected to meet, so compliance is a routine rather than an annual scramble.
How we work
Diagnose, design, deploy, measure
The same disciplined sequence applies whether we are building your first HR framework or repairing one that has stopped fitting the business.
01
Diagnose
We review existing policies, records and people practices, and speak to managers and employees, to establish what is genuinely in place rather than what the handbook claims.
02
Design
Frameworks, competency maps and performance systems are designed around the scale you are heading towards, not just the one you occupy today.
03
Deploy
We roll out the new processes with the managers who have to run them, briefing and coaching them until the routines are genuinely theirs.
04
Measure
Retention, time to hire, appraisal completion and engagement are tracked against the baseline, and the frameworks are adjusted where the evidence says they should be.
The outcomes
People operations that hold up under growth
A functioning HR foundation is not administrative overhead. It is what allows the business to add people without adding chaos.
Consistency in every people decision
Documented frameworks mean the same situation is handled the same way, whoever is handling it and whenever it arises.
Performance conversations that change behaviour
Managers hold better reviews when the goals, cadence and rating criteria are defined for them rather than improvised each cycle.
Sharper, faster hiring
Competency-mapped roles produce precise briefs, which shortens the search and improves the quality of who arrives.
Retention you can influence
Engagement programmes surface concerns while they are still solvable, rather than confirming them at the exit interview.
Common questions
HR services, answered
Give your people function a proper foundation
Whether you are writing your first policy framework or repairing one that has stopped fitting, start with a conversation.