Frequently Asked Questions & Glossary of Terms

It is the practice of recruiting, selecting, inducting, managing, developing and training the employees of an organisation so that they positively contribute to the Company’s success and achieves its goals.

The HR Manager must mitigate the risks that come with employing people by ensuring compliance with current employment legislation as well as put in processes/initiatives to get the best out of the team and ensure that through their combined efforts, the business achieves its goals.

The best place to start is often the business plan – by assessing where you want to be, it becomes easier to identify the gap both in terms of HR capability and headcount.

Diversity in the workplace refers to an organisation that intentionally employs a workforce comprised of individuals of varying gender, religion, race, age, ethnicity, sexual orientation, education, and other attributes. It is important because you want to ensure that you have a wider pool of resources, skills, and opinions at your disposal.

Different genders / cultural backgrounds mean different learning styles, different means of problem-solving, and different perspectives on solutions. Having a workforce that reflects your customer base has many benefits including increased engagement, trust, insight, credibility.

Communication is one of the most important factors of any successful business. There are times when HR are involved to ensure that everyone is on the same page about objectives, direction, and expectations. It means everyone knows where they stand.

When it comes to advising Line Managers on concerns regarding conduct or performance, then it is critical that all information is shared openly and honestly, so that full consideration can be given to the issue as even the smallest detail can be relevant and impact the lawfulness of the action taken and risk to the business.

A disciplinary procedure is a formal way for an employer to deal with an employee’s: unacceptable or improper behaviour (‘misconduct’) or performance (‘capability’). This should include an investigation to gather the facts, a disciplinary hearing where the full facts of the case are reviewed by an independent person and the right of appeal.

The outcome of the meeting can result in a number of outcomes/actions – no action (no case to answer), an informal warning, or a formal warning with a variety of levels depending on the seriousness of the matter under review.

A pregnant employee is entitled to 52 weeks (1 year) of maternity leave, no matter how long they’ve worked for you. This is made up of 26 weeks of ordinary maternity leave and 26 weeks of additional maternity leave.

The employees within an organisation serve as a real point of differentiation to secure competitive advantage particularly when they are highly skilled, know what is expected of them and are empowered to deliver results. HR serves to provide the infrastructure and support to make this happen.

No. The HR Helpline is designed for ultimate flexibility, meaning you only engage us when you need support and you can access expert guidance for as little or as long as required, without any ongoing obligations.

The HR Manager must mitigate the risks that come with employing people by ensuring compliance with current employment legislation as well as put in processes/initiatives to get the best out of the team and ensure that through their combined efforts, the business achieves its goals.

You can contact the HR helpline for advice on a wide range of topics, including employee relations, performance management, absence, disciplinary procedures, grievances, contracts, and compliance with employment law.

No formal notice period is required. You can reach out for support as and when you need it, whether it’s for an urgent HR matter or ongoing advice. However, for more complex cases or on-site support, we recommend contacting us as early as possible to ensure the best solution.

Strategic HR consultancy aligns your workforce planning and HR processes with your business goals, driving efficiency and improving employee engagement.

Our clients span sectors from technology to retail and manufacturing. If you manage people, our strategic HR services can add value.

The duration varies depending on the scope of your needs. We’ll work with you to create a bespoke plan aligned with your goals and timelines.

A strategic HR plan usually covers key areas like:

• Workforce Planning – Looking at where your team is now and what you’ll need in the future.

• Talent Management – Finding, developing, and keeping the right people.

• Performance Management – Setting clear goals and regularly reviewing how individuals and teams are doing.

• Succession Planning – Getting ready for leadership changes and making sure critical roles are covered.

• Compliance and Risk Management – Staying on top of employment laws and reducing potential risks.

With our service, you get the expertise of an entire HR team without the overheads of hiring full-time staff. We offer flexibility, broader experience, and proactive support, all for a fixed monthly cost.

Absolutely. Many of our clients are small or growing businesses that need expert HR advice but aren’t ready for an in-house team. Our approach scales with you, so you get the right level of support at every stage of your growth.

Yes, every client is assigned a Strategic HR Consultant who takes the time to understand your business, your people, and your goals. They’re your go-to partner, backed by our full team when needed.

The retainer gives you tailored HR support across areas like compliance, recruitment, performance, and culture. It’s a flexible solution that scales with your business and adapts to your priorities.

An HR audit is a thorough review of your organisation’s human resources policies, procedures and practices. It is essential for identifying compliance issues, managing risk and ensuring your HR function aligns with employment legislation and business objectives.

It is recommended that a full HR audit is carried out annually. However, specific areas such as compliance, payroll or grievance procedures may benefit from more frequent reviews, particularly following legal or organisational changes.

An HR audit usually examines recruitment processes, onboarding, employee records, performance management, pay and benefits, compliance with employment law, and workplace policies and procedures.

An HR audit is conducted with minimal disruption to your day-to-day activities. It is a structured process, often involving document reviews and discussions with HR and management, designed to fit around normal business operations.

A Portfolio HR Director provides senior-level HR expertise on a flexible basis. They help shape and deliver strategic people plans, improve organisational effectiveness, and offer guidance on complex HR issues—all without the cost of a full-time executive.

Engaging a Portfolio HR Director offers access to high-level expertise and experience at a fraction of the cost of a permanent HR Director. It is ideal for businesses undergoing change, growth or needing strategic HR support without long-term commitment.

A Portfolio HR Director can lead strategic workforce planning, change management, leadership development, culture transformation, compliance, and complex employee relations. They also support organisational design and succession planning.

A Portfolio HR Director is experienced in delivering results quickly. They can assess your business needs and begin making strategic recommendations from the outset, often producing measurable outcomes within a short timeframe.

Organisational design and development ensures your structure, roles, and processes are aligned with your business strategy. It helps improve efficiency, communication, and overall performance while supporting long-term growth and adaptability.

It is advisable to review your organisational design during periods of growth, change, merger or acquisition or when performance issues emerge. A proactive review ensures your structure remains fit for purpose and supports your strategic goals.

The process typically includes assessing current structures, identifying inefficiencies, mapping roles and responsibilities, and aligning teams with business objectives. It also focuses on building the right culture, leadership capability, and employee engagement.

The benefits include clearer accountability, improved decision-making, better collabouration, increased agility, and stronger alignment between people and strategy. Ultimately, it leads to a more resilient and high-performing organisation.