Human Resources Consultants

We have a national team of HR Consultants who work closely with our charity clients on a wide range of practical HR issues. All of our HR Consultants have extensive experience of the charity sector. Our team is very comfortable working with clients in a strategic, advisory function and we would hope to develop a trusted advisor relationship with your team.

Pay as you go

If you have very few HR issues, this service allows you to pick up the phone or email an HR Consultant as and when you need it. You will pay for the work that is done at an hourly rate. There is no monthly retainer fee, you only pay for what you use.

HR retainer service

This is a full telephone and email advice service, including the production of documents and letters and policies to suit the issue that you are dealing with. This service is costed in relation to the number of employees that you have. Please ask us for a quote and for further information.

Fixed fee project work

Should you need help with a specific project, such as a disciplinary investigation, a TUPE transfer, rewriting a staff handbook or attending your premises to provide training, we can quote you a fixed fee for a specific piece of work.

Our experienced professionals provide a wide range of advice to help clients achieve their organisational objectives. This expertise, combined with the support of the solicitors and partners in the legal team, provide you with a one-stop-shop service to help you manage your HR responsibilities efficiently. We work sensitively and within the ethos of your organisation to provide bespoke solutions that meet your requirements. Our services are delivered by telephone/email advice or on-site visits.

We understand that you require a quick response to your queries and will always get back to you within 24 hours or less.

Areas where we can assist:

Recruitment and selection

• Advice on effective recruitment and selection
• Guidance and advice on all aspects of recruitment, ensuring legal compliance with the Equality Act 2010
• Review and advice on contracts of employment
• Advice on references and DBS/right to work checks

Employee handbooks and policies

• Review of current handbook, is it ‘fit for purpose’?
• Review of, or provision of, HR policies

Staff surveys

Absence management 

• Analysis of current employees’ patterns
• Looking at reasons for high absenteeism
• Return to work interviews
• Assistance with management of short/frequent and long-term sickness absence
• Assistance with referrals to occupational health

Appraisals / performance management 

• Advice on the link between appraisal, capability, and dealing with poor performance
• Review current processes, including pay progression and appeals
• Key benefits of having a robust system in place

Capability issues 

• Assistance with capability meetings
• Review of current work performance against expected performance
• Help with drafting performance improvement plans

Grievances 

• Provide advice on grievances raised
• Attend grievance hearings and appeal hearings
• Facilitate mediation meetings
• Support managers and employees
• Support with implementing change following the outcome of a grievance e.g. change in processes, training etc

Disciplinary 

• Provision of HR support through the process
• Advice on how to carry out the investigation and report writing
• Advice on how to hold a disciplinary hearing and an appeal hearing
• Attendance at hearings
• Assistance with the drafting of correspondence
• Conduct of disciplinary investigation including attendance at the investigation meeting and production of the report

Redundancies / restructures 

• Project management of the timescales and meeting dates
• Assistance with the drafting of correspondence
• Assistance in the processes, which may include attendance at, and support of management in difficult meetings, both with employees and trade unions

TUPE

• Provision of documentation for each step in the process
• Implementation of the correct timelines, in line with legislation
• Support with consultation meetings with employee representatives/trade unions
• Attendance at meetings with staff to provide them with information on TUPE

Exit interviews 

• Review the current process, is it ‘fit for purpose’?
• Conduct of the exit interview itself
• Analysis of the information and suggestion of improvements to reduce staff turnover

Training 

• Provision of bespoke training, examples of which include:
  • Handling disciplinary investigations and hearings
  • Managing effective staff appraisals
  • Capability and managing ill health absence