A growing business faces new challenges. When those challenges are people orientated, as opposed to financial or sales, you may need professional HR support in the form of a human resources consultant.

So, what does an HR professional actually do?

They can:

  • Manage your recruitment and selection process
  • Harmonise your contracts of employment
  • Induct new employee into your business
  • Set up systems to evaluate performance and manage training needs
  • Create job descriptions
  • Determine compensation
  • Maintain employee records
  • Create a handbook of policies
  • Manage employee relation issues relating to conduct and capability
  • Manage the monthly payroll

The requirement for a Human Resources professional arises from both the growth in the number of employees and the pace of change in the business.

When the business is very small (under 10 employees) and stable, many of the functions can be delegated to the management team.

However, as your number of employees grows above this number and/or the pace of change in the business accelerates, the volume of HR related work also rises dramatically and the implications of getting things wrong becomes far more costly and complicated.

At this point, the management team are normally focussed on growing the core business activities rather than dealing with complex and time consuming HR issues.

So what are your options?

Your best option is to commission an interim HR consultant to handle this responsibility for you – ensuring that your people plans are aligned to your business plans.  Otherwise, staffing demands and needs can negatively affect the growth and success of your business leading to higher staff turnover and lower productivity.

At this point, an HR Consultant would ensure the following:

  • That your employment contracts and handbook policies are legally compliant
  • That all employee relation issues are dealt with promptly, fairly and in line with business needs
  • Regular performance reviews are scheduled and training plans implemented
  • Recruitment and selection processes are timely and managed cost effectively
  • HR metrics are agreed and measured.  E.g. staff turnover, absence, engagement, performance.
  • Initiatives are implemented to improve levels of staff engagement
  • Compensations reviews are structured and documented

These practices will provide the following benefits to your business:

1. Reduce the turnover of staff and reduce the spend on recruitment and training activities

2. Ensure that top performing staff are recognised and retained

3. Minimise costly employee tribunal claims and settlements

4. Increase the profitability and performance of the business

5. Give the management team freedom and time to develop the core business activities

So what are you waiting for…? Take a look at the services we offer here.

By Bruce Ramshaw

Principal Consultant


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