My Services

Seed Stage

Your business is still just an idea. Make it a reality by focussing on the people element of your business plan. Find out more…

Start Up Stage

Congratulations, you have set up your business. It’s a busy and exciting time but don’t forget about the ‘people’ element of your business plan. Find out more…

Growth Stage

Revenue and customers/clients are increasing. There are new opportunities , but this means extra challenges. Don’t underestimate the importance of the ‘people’ element of your business plan if you want sustainable success. Find out more…

Established Stage

Your business is now thriving, with established processes and routines. Good productivity is key so make sure you don’t get complacent about the ‘people’ element of your business plan. Find out more…

Expansion Stage

You have the opportunity for expansion. You’ll need new skills and more employees. The ‘people’ element of your business plan is now critical to sustainable success. Find out more…

Decline Stage

Income and profits are dropping. You’ll need to find new opportunities and/or cut costs. The ‘people’ element of your business plan will play a key part in where your business goes from here. Find out more…

‘Exit’ Stage

This could be your opportunity to sell, or it could mean shutting the doors. If you are selling, make sure your business is worth as much as possible. If you’re closing you’ll want to minimise the cost. The people element of your business plan really will make or break you at this stage. Find out more…

Seed Stage
Your business is still just an idea. Make it a reality by focussing on the people element of your business plan.
- Applying employment law correctly
- Contracts of employment
- Developing your organisational culture
- Employee handbooks
- Employee Health, Safety and Well-Being
- Employee records
- Employee terms and conditions
- Employment policy
- Financial and non-financial reward and recognition frameworks
- Identifying training needs
- Induction
- Organisational vision and values
- Probationary process
- Recruitment processes
- Right to Work checking
- Role design
- Skills Gap Analysis
- Structure
- Training and development solutions
Get in touch

Start Up Stage
Congratulations, you have set up your business. It’s a busy and exciting time but don’t forget about the ‘people’ element of your business plan.
- Absence management
- Applying employment law correctly
- Contracts of employment
- Developing your organisational culture
- Dispute avoidance and resolution
- Employee communication
- Employee engagement
- Employee handbooks
- Employee Health, Safety and Well-Being
- Employee records
- Employee retention
- Employee terms and conditions
- Employment policy
- Financial and non-financial reward and recognition frameworks
- HR Process review and optimisation
- HR strategies for growth
- Identifying training needs
- Induction
- Line Manager training, mentoring and coaching
- Managing the disciplinary and appeal process
- Managing/improving employee performance
- Organisational vision and values
- Probationary process
- Recruitment processes
- Right to Work checking
- Role design
- Skills Gap Analysis
- Structure
- Training and development solutions
Get in touch

Growth Stage
Revenue and customers/clients are increasing. There are new opportunities , but this means extra challenges. Don’t underestimate the importance of the ‘people’ element of your business plan if you want sustainable success.
- Absence management
- Applying employment law correctly
- Contracts of employment
- Designing and delivering organisational change (re-structures)
- Designing and delivering organisational change(TUPE)
- Developing your organisational culture
- Dispute avoidance and resolution
- Employee communication
- Employee engagement
- Employee handbooks
- Employee Health, Safety and Well-Being
- Employee terms and conditions
- Employee records
- Employee retention
- Employment policy
- Financial and non-financial reward and recognition frameworks
- HR Process review and optimisation
- HR strategies for growth
- Identifying training needs
- Induction
- Line Manager training, mentoring and coaching
- Managing the disciplinary and appeal process
- Probationary process
- Recruitment processes
- Managing/improving employee performance
- Organisational vision and values
- Research and data analysis
- Right to Work checking
- Role design
- Setting up in-house HR functions and/or professional development for those already in HR
- Skills Gap Analysis
- Structure
- Training and development solutions
Get in touch

Established Stage
Your business is now thriving, with established processes and routines. Good productivity is key so make sure you don’t get complacent about the ‘people’ element of your business plan.
- Absence management
- Applying employment law correctly
- Contracts of employment
- Designing and delivering organisational change (re-structures)
- Designing and delivering organisational change(TUPE)
- Developing your organisational culture
- Dispute avoidance and resolution
- Employee communication
- Employee engagement
- Employee handbooks
- Employee Health, Safety and Well-Being
- Employee records
- Employee retention
- Employee terms and conditions
- Employment policy
- Financial and non-financial reward and recognition frameworks
- HR Process review and optimisation
- HR strategies for growth
- Identifying training needs
- Induction
- Line Manager training, mentoring and coaching
- Managing the disciplinary and appeal process
- Managing/improving employee performance
- Organisational vision and values
- Probationary process
- Recruitment processes
- Research and data analysis
- Right to Work checking
- Role design
- Setting up in-house HR functions and/or professional development for those already in HR
- Skills Gap Analysis
- Structure
- Training and development solutions
Get in touch

Expansion Stage
You have the opportunity for expansion. You’ll need new skills and more employees. The ‘people’ element of your business plan is now critical to sustainable success.
- Absence management
- Applying employment law correctly
- Contracts of employment
- Designing and delivering organisational change (re-structures)
- Designing and delivering organisational change(TUPE)
- Developing your organisational culture
- Dispute avoidance and resolution
- Employee communication
- Employee engagement
- Employee handbooks
- Employee Health, Safety and Well-Being
- Employee records
- Employee retention
- Employee terms and conditions
- Employment policy
- Financial and non-financial reward and recognition frameworks
- HR Process review and optimisation
- HR strategies for growth
- Identifying training needs
- Induction
- Line Manager training, mentoring and coaching
- Managing the disciplinary and appeal process
- Managing/improving employee performance
- Organisational vision and values
- Probationary process
- Recruitment processes
- Research and data analysis
- Right to Work checking
- Role design
- Setting up in-house HR functions and/or professional development for those already in HR
- Skills Gap Analysis
- Structure
- Training and development solutions
Get in touch

Decline Stage
Income and profits are dropping. You’ll need to find new opportunities and/or cut costs. The ‘people’ element of your business plan will play a key part in where your business goes from here.
- Absence management
- Applying employment law correctly
- Contracts of employment
- Designing and delivering organisational change (Redundancies)
- Designing and delivering organisational change (re-structures)
- Designing and delivering organisational change(TUPE)
- Developing your organisational culture
- Dispute avoidance and resolution
- Employee communication
- Employee engagement
- Employee handbooks
- Employee Health, Safety and Well-Being
- Employee records
- Employee retention
- Employee terms and conditions
- Employment policy
- Financial and non-financial reward and recognition frameworks
- HR Process review and optimisation
- HR strategies for decline
- Identifying training needs
- Line Manager training, mentoring and coaching
- Managing the disciplinary and appeal process
- Managing/improving employee performance
- Organisational vision and values
- Probationary process
- Recruitment processes
- Research and data analysis
- Right to Work checking
- Role design
- Skills Gap Analysis
- Structure
- Training and development solutions
Get in touch

‘Exit’ Stage
This could be your opportunity to sell, or it could mean shutting the doors. If you are selling, make sure your business is worth as much as possible. If you’re closing you’ll want to minimise the cost. The people element of your business plan really will make or break you at this stage.
- Absence management
- Applying employment law correctly
- Contracts of employment
- Designing and delivering organisational change (Redundancies)
- Designing and delivering organisational change (re-structures)
- Designing and delivering organisational change(TUPE)
- Developing your organisational culture
- Dispute avoidance and resolution
- Employee communication
- Employee engagement
- Employee handbooks
- Employee Health, Safety and Well-Being
- Employee records
- Employee retention
- Employee terms and conditions
- Employment policy
- Financial and non-financial reward and recognition frameworks
- HR Process review and optimisation
- HR strategies for exit
- Identifying training needs
- Line Manager training, mentoring and coaching
- Managing the disciplinary and appeal process
- Managing/improving employee performance
- Organisational vision and values
- Probationary process
- Recruitment processes
- Research and data analysis
- Right to Work checking
- Role design
- Skills Gap Analysis
- Structure
- Training and development solutions
Get in touch

My Services

Seed Stage

Start Up Stage

Growth Stage

Established Stage

Expansion Stage

Decline Stage

‘Exit’ Stage

Seed Stage

Start Up Stage

Growth Stage

Established Stage

Expansion Stage

Decline Stage

‘Exit’ Stage

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