We design and develop HR processes and staff handbooks that are tailored to suit the organisation as well as providing an HR retainer service for small organisations


Employing people can be a minefield dealing with employment legislation, individual differences, performance issues, holidays and absence. We have over 35 years of experience in Personnel and over that time have helped organisations develop real, useable and legal policies and procedures, helped with discipline and grievance hearings and tribunal sessions and provided support during periods of expansion and redundancy.

Here are just some of the services we can provide but if you can’t see what you want please give us a call as we are sure we will be able help through our network of specialist Associates.


HR Retainer Packages

For small businesses who can’t afford to run their own HR department we can offer a full HR retainer service helping you develop policies and procedures specific to you, and keep them up to date. We can also advise on leave entitlement issues, conflicts, bullying and harassment and grievance and discipline investigations and hearings. We can also help you strategically plan your workforce and assist with redundancy or expansion issues.

We have 3 different annual retainer packages to suit different needs and budgets. 

4 Star package – 18 hrs HR support a year

5 Star package – 24 hrs HR support a year 

Platinum package – unlimited HR support a year, subject to a fair use policy

We are very flexible and annual retainers can be adjusted 6 months into the contract. Additional hours support can be added at the relevant sector rate.


Policy Development

We design and develop HR policies and procedures that are tailored to suit the organisation. All are compliant with current legislation, but we will go further and provide “future proofing” at the client’s request. When we supply a policy, it comes complete with training materials, sample documentation, and implementation guidance.


Learning Organisation

In situations of rapid change only those organisations that are agile, adaptive and ambidextrous, and productive will excel. For this to happen, organizations need to find out and tap into people’s commitment and capacity to learn. While all people have the capacity to learn, the structures in which they have to function are often not open to reflection and engagement.

Using the 5 elements of Peter Senge’s Learning Organisation model (Team Learning, Shared Visions, Mental Models, Personal Mastery and Systems Thinking), we can help you develop an environment which encourages and welcomes ideas. We can also help develop systems and skills which will enable the organisation to increase its capacity to cope with change and learn from mistakes and experience in a Volatile, Uncertain, Complex and Ambiguous world.


People Problems and Handling Discipline

It can be difficult to balance the need to set and maintain standards of behaviour required by the organisation with the individual rights of employees. We can advise on difficult situations such as absence, grievances, discipline and poor performance, as well as broader principles such as rights and responsibilities, dignity at work, harassment and bullying.

We can develop or check policies to make sure they a compliant with current legislation and train staff in the implementation of those policies. In addition we can help conduct discipline investigations and hearings. We can also tribunal-proof the organisation and offer advice and guidance if there is a tribunal to prepare for. We can help managers resolve performance and attendance problems, understand and apply relevant corporate policies and follow best practice in ensuring an inclusive and supportive workplace for all employees.



The process of appraisal helps to identify staff development and training needs now and for the future. It clarifies what the organisation expects of people and how they can contribute to meeting its objectives. We can help you develop appropriate appraisal processes tailored to the needs of your individual organisation.


Skills Auditing and Training Needs Analysis

Although everyone accepts that training is important, there is no need for training for trainings sake. People respond best to training which is appropriate to them and will improve their skills and career prospects in other words it is useful. We can help you assess what skills your employees already posses and which they need training in to improve their performance and therefore that of the organisation. This means that you can target your training making it appropriate and cost effective.


Coaching and Mentoring

We can help you identify coaching and mentoring needs and the people most appropriate to carry out these roles. We are also able to train these people for their new roles as well as developing Personal Development Plans for all staff. Depending on your specific needs we can also provide a direct coaching or mentoring role ourselves to staff, managers and directors.


Redundancy and Career Counselling

These days there is no such thing as a job for life. People are moving jobs far more frequently either by choice or necessity. We can help you plan for future redundancy by looking at skills and aptitude for new work as well as help you cope with the changes which come with redundancy. We can also help you assess your skills and develop them to help with career progression or change.


Strategic Planning and Review

If you don’t plan ahead and constantly review those plans to check they are appropriate, then you are likely to have problems in the future. These types of sessions are often best done away from the place of work to avoid distractions and focus the mind. We can arrange away days or even residential events and facilitate them so you get the maximum out of the session. We will write up all notes and present you with a report which can inform your organisations strategic thinking.


Employee Attitude Surveys

Your employees are probably the best barometer of how well things are working within your organisation so asking their opinions can be both insightful and useful. Employee attitude surveys can give you a general mood of the organisation or be used to test specific things such as how well the employees will/have coped with change or how successful management tools have been in motivating staff etc. We can help develop the surveys to get the exact information you want by asking the appropriate questions. We produce a report and can give guidance on activities to improve situations etc.