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Nationwide HR support

Your HR department,
without the overhead.

Everything an in-house team handles, run by people who have done it before. Four ways to work with us.

  1. Retained HR A senior HR lead on call, monthly.
  2. Project support TUPE, redundancy, investigations.
  3. Emergency HR Advice while it is still happening.
  4. Salary benchmarking What your roles are actually worth.

Contact us or call us today on 0121 817 7978

Retained HR

A CIPD qualified lead on call for a fixed monthly fee, without a permanent hire sitting on the payroll. It works whether you have no HR function or an existing team that needs senior backing.

When you would use it
You have anywhere from three people to five hundred, and no HR function or a single administrator: the honest answer is that the owner is currently the HR department. Or there is an HR team already, and what it is missing is somebody senior to test a decision against before it is made, or a specialism it does not carry day to day. Both are retained work.
What you get
A named consultant who knows your business. Unlimited advice. Contracts, handbook and policies written and kept current, including everything the Employment Rights Act changes between now and 2027. Managers coached before the difficult conversation rather than after it. Notes and letters drafted for you.
How it is engaged
A rolling monthly retainer, scoped to your headcount. Where there is an HR team already we work alongside it rather than over it: they keep the relationships and the final say.

Project support

A defined piece of work with a beginning and an end. TUPE transfers, redundancy programmes, restructures, investigations, HR system implementation, including all areas of HR.

When you would use it
Something is happening that your managers have not done before, or have done before and got wrong. An acquisition or service transfer with people attached. A restructure you need to be able to defend. A grievance against somebody senior, where nobody internal can credibly investigate it. Just as often there is already an HR team in place and the work needs capacity or a specialism they do not carry day to day. We work alongside them, not over them: they keep the relationships and the final say, and we bring the plan, the paperwork and the experience of having run it before.
What you get
A detailed plan with dates, owners and the decision points marked. Every document the project actually needs, drafted for your business rather than pulled off a template: consultation letters, selection criteria and scoring, meeting invitations and scripts, outcome letters, settlement paperwork where it applies. An independent investigator where independence is the whole point. And when the work is done you hold a complete, defensible record of it, which is the part nobody values until somebody asks to see it.
How it is engaged
Fixed scope, quoted in writing before it starts. If the scope moves, you are told before the work moves.

Emergency HR

Senior advice while it is still happening, rather than a post-mortem once it has stopped.

When you would use it
A suspension nobody had authority to make. A walkout. An accusation against a manager. A grievance filed at five o'clock on a Friday. A director who has already said the thing they should not have said, to the person they should not have said it to.
What you get
A straight answer on where the legal risk actually sits, what to do in the next hour, and the wording to use when you do it. Documents drafted the same working day where the situation needs them. Support by phone or video straight away, and face to face where the situation needs somebody physically in the room: a suspension, a hearing, a conversation that has already gone wrong once. We stay with it until it is finished, not just until the first question is answered.
How it is engaged
Quoted in advance, always, so you know what you are committing to before anything starts. Once that is agreed the work begins immediately and runs to the timescales we set with you.

Salary benchmarking

What your roles are actually worth in your sector and your region, evidenced well enough to show a board or an employee.

When you would use it
You are losing people to counter-offers. You are about to open a role and the last salary you paid for it was set four years ago. Or a pay review is due and the numbers are being argued from memory and anecdote.
What you get
A role-by-role range, a recommended position within that range, and the reasoning written out. Enough working shown that it survives being challenged by the person it applies to.
How it is engaged
Fixed scope per exercise, priced on the number of roles. Usually runs alongside a pay review rather than replacing it.

Why partner with us

Choosing an HR partner is mostly a bet on who picks up the phone when something has already gone wrong. These are the things we would want to know if we were the ones making that bet.

You get the senior person
Not an account manager who escalates, and not a junior working from a script. Whoever takes your call has run the situation before and can tell you what usually happens next. In a practice this size that is not a promise we are making, it is simply who is here.
One relationship, four ways in
Retained advice, project work, same-day emergency support and pay benchmarking, from the same people. Nobody has to be re-briefed on your business every time the need changes shape, and we already know what was decided last time and why.
Priced before anything starts
Fixed scope, quoted in writing, agreed before the work begins. If the scope moves you are told before the work moves. No open meter and no invoice that arrives as a surprise.
We work alongside your team
Where there is already an HR person or an office manager doing this on top of their real job, they keep the relationships and the final say. We bring capacity and the specialism they do not carry day to day. Nobody is being replaced, and we take care to be seen not to be.
Reachable on the day it matters
The decisions that settle an employment dispute are made in the first week, usually by a manager under pressure with nobody to ask. Somebody senior that same afternoon is worth more than excellent advice a fortnight later.
We will tell you when you do not need us
A call that ends with us saying this one is straightforward, here is how to handle it, costs you nothing. It is also the reason people ring back when it is not straightforward.

How an engagement starts

  1. A call

    Thirty minutes, no charge and no obligation. We go through your requirements, what you have in place already, and what is coming up. You leave with our recommendation on which of the four services fits, and why.

  2. A free health check

    A structured diagnostic rather than a read through your filing. We work through the areas that carry real risk: contracts and policy, employee relations, absence, performance, and how capable your managers feel handling any of it. You get a clear picture of where your HR sits today and what it would take to move it.

  3. A proposal

    A full written proposal and price, sent to you for agreement and sign-off. It sets out the scope, what is included, who does the work and the timescales it runs to. No work begins until it is signed.

Contact us

Tell us roughly what is going on. If it is urgent, say so in the first line and it gets read first.

Emergency HR line
0121 817 7978
Where we are
Solihull, West Midlands

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