Evaluation
What do you have and what do you need?
System Audit
Do you have the right documents?
We will audit your HR practises, policies and documents to ensure you have all the essentials covered. By performing a thorough gap analyses and ensuring we understand your business, we can provide you with flexible options tailored to your business. Options include simply helping you understand the gaps identified, right through to providing a full suite of legal documentation, policies and procedures to your business. (Compliance)
Structure Audit
Let’s look at the way your team works.
Do you follow a traditional hierarchical structure because you don’t know of any other option?
Have you grown so quickly there was no time to consider where the new roles you have added should fit?
Getting the right management and reporting structure in place is vital. We can assist you to consider the correct ratio of management roles, where functions fit in the structure and how to make changes without tipping the boat over. (HR Strategy & Planning)
People Audit
Are your teams functioning at their optimal capacity?
Together we can evaluate the output of your teams to identify possible areas for improvement. We can realign expectations; ensure you have the right people in the right roles; and set in place plans that will capitalise on opportunities within the team. (Leadership & Skill Development, Performance Management)
Compliance and Risk Management
Creating a strong HR framework is essential to the success of your business and equally essential to reduce the risk of fines and legal fees.
HR documentation often requires a detailed understanding of a number of different legislative provisions and the way they interact. We can provide legally compliant documentation, including contracts, policies and correspondence to employees.
With many years’ experience working in a variety of industries, we can also assist in the interpretation and understanding of compliance obligations with Awards and Enterprise Agreements.
Let us help identify and reduce the risks in your business – whether it be in relation to: compliance with legislation or awards; the cost of underperforming employees or poor practices; or even the possibility of ensuring that you are prepared with the right processes and tools to manage a claim of unfair or unlawful dismissal.
Leadership and Skill Development
Build capacity and customise training to maximise performance
Watching an employee move into more challenging roles as their career and skills develop is one of the most rewarding things a HR professional can witness – being responsible for ensuring that they can succeed in the role with confidence and capability is what drives our passion for strong leadership and skill development programs within every business that we work with.
We can show you how to build capability within your business and develop customised training matched to the unique needs of your business. Our aim is to ensure that you get the best possible performance from your team.
We love working with new supervisors and managers to help them transition to the leadership role. Many supervisors, managers and people leaders that have been in their roles for a long time also find it useful to work with a mentor or coach to improve their leadership style and find the best way to connect with their team.
Contact us to discuss what we can do for your leaders and team members.
HR Strategy & Planning
“If you fail to plan, you are planning to fail.” Benjamin Franklin
Most businesses understand the importance of having a business strategy – in simple terms – a long term, comprehensive plan that operates throughout the entire business and helps them gain a competitive advantage. Often businesses can identify the logical people needs to fulfil the strategy, but we can help you identify HR strategies that will both support and boost your business plan with further competitive advantages.
We can talk to you about how the culture, your structure, HR systems, processes and implementation are helping or hindering your business strategy. Let us help you link your people plans link with your business plans.
Happy Employees
Engagement, Retention, Rewards & Remuneration
Numerous studies over many years highlight the fact that happy employees are more productive employees. Further, the happiness of employees has positive impacts on customers and other stakeholders that they deal with.
Engagement and retention
There are 3 basic groups of employee:
- Engaged employees – these employees are fully absorbed and enthusiastic about their jobs and actively work toward the success of your business
- Disengaged employees – are not particularly interested in their job and usually just do the bare minimum required
- Actively disengaged employees – these employees are dangerous to your business – they are unproductive, unprofessional and will cause damage to your business – perhaps even purposely
Talk to us about the factors that influence employee engagement and how you can ensure they are working in your business to provide you with the most enthusiastic and productive team possible. These same factors are critical in keeping your high performers from moving on to other businesses.
Rewards and remuneration
It’s not always about the money (but sometimes it is!)
We can review your wages and salaries against both your legal obligations and market rates to ensure that you are offering fair, equitable and competitive conditions to your team. Having worked in many organisations and industries, we can offer ideas to provide remuneration packages tailored to the best interests of both your business and the employee.
If you are thinking of implementing a rewards system or have a need to review your current system, we can help you to work through potential options to source a solution that will deliver increased engagement and performance in your business.
Performance Management
Traditional performance management systems don’t work
Performance management metrics
Traditional performance management systems don’t work – if you want your employees and managers to spend time ticking and flicking boxes and then sitting uncomfortably, avoiding eye contact while they have a ‘feedback’ session, please see another HR consultant.
Your performance management system should be as unique as your business and the people who work there. There is no one size fits all approach. We can work with you to understand the key factors driving your business and how to link, and in turn measure, each employee’s contribution.
Improving poor performance and managing disciplinary matters
Unfortunately, poor performance or conduct can and will happen in every business. Managing the situation appropriately and reducing the risk of further incidents or a claim can be both difficult and daunting. We can help you to evaluate the situation and work through the appropriate actions, including:
- Providing coaching and mentoring for the manager handling the issue
- Identifying process improvements to help avoid future occurrences
- Providing legally compliant documentation
- Conducting investigations/interviews/discussions
We will help you work through to a resolution, whether that be improved performance or an exit from the business.
Workplace Relations
Managing the complex arena of industrial relations, workplace law and the associated legislation can be daunting.
With 20 years’ experience we can help to guide you through internal industrial relations and employment law matters to assist you in managing your risk. We can assist with claims management of unfair and unlawful dismissals from filing through to conciliation hearings in the Fair Work Commission.
Enterprise Agreements
We also have extensive experience in unionised workplaces and have proven experience working collaboratively in management of disciplinary matters and the negotiation of Enterprise Agreements with unions and employee representatives. We can assist to negotiate, prepare and file your Enterprise Agreement for approval.
What Else?
Other areas we can help with
Support for HR professionals
Sometimes you just need an extra set of hands, someone to bounce ideas off, or a person you can trust to discuss a confidential matter with. As a HR professional with 20 years’ experience and an independent consultant, I can help you to work through all of those scenarios in a way that best supports you and provides you with confidence that you will get the right result.
Career transition
Many people are trapped in jobs and careers that they don’t enjoy, but even the thought of starting again can be daunting. Let’s talk. We can work through your current situation, your goals and aspirations (or how to find them) and develop actionable steps to get you there.
We can also help with professional resumes and job applications that will help you get past the screening stage, backed up with coaching to ensure you provide interviewers the best opportunity to understand why you are the right candidate to hire.
Grievance investigations
Whether or not you have a dedicated HR function, it can be useful or even necessary to use an independent person to conduct grievance investigations to ensure that the process is fair and equitable for all parties involved. Allow us to assist you with a professional investigation – we will collect and consider all the facts through interviews with the parties involved, relevant witnesses and review of any associated documents, data and other information. We will then provide your business a comprehensive report outlining our conclusions and recommendations.
Exiting employees from the business
There are times when it is necessary to part ways with an employee – perhaps due to ongoing performance or disciplinary issues, the unfortunate case of redundancy or for a range of other reasons.
We can assist you to navigate the complex legal frameworks and help to manage a successful transition for both the employee leaving the business and the employees who remain in the business.