HR consultancy
Expert HR support. At the right level. Exactly when you need it.
HR support that goes beyond compliance
Getting HR right isn't just about staying compliant. It's about creating a workplace where people perform at their best, managers make better decisions and your business is ready for whatever comes next. Whether you're growing quickly, managing change, dealing with complex employee issues or simply want to give your managers better support, getting your people decisions right has never mattered more.
Our HR services give you direct access to CIPD-qualified advisers and senior HR consultants, structured across three clear tiers so you get the right level of support for your needs.
We work with more than 4,000 organisations around the world, from ambitious growing businesses to complex multinational employers. That breadth of experience means we've seen the whole spectrum of people challenges before, so we draw on practical experience from a wide range of sectors and business environments to help you navigate them. We know what works in practice, not just on paper.
HR consultancy services for every stage of your business
Some situations need a quick answer, others need extra hands and sometimes you need experienced strategic leadership around the table. That's why we've structured our HR support so you can access the expertise you need, when you need it. From day-to-day advice for managers to strategic Chief People Officer-level support, our three-tier model gives you access to the right expertise at the right time, helping you manage risk, support your people and make confident business decisions.
Access experienced senior HR leadership without the commitment of a full-time hire. Whether you're leading organisational change, shaping your people strategy or responding to new regulation, we bring experienced HR leadership exactly when it's needed. From project support to fractional HR Director or Chief People Officer expertise, you can access senior capability without committing to a permanent hire.
Read how fractional HR supported growth in a private equity business
Pay gap reporting and business change
Pay gap reporting promotes workplace equality and transparency and is a legal requirement for many organisations. By creating and implementing an action plan, you can tackle the root causes of pay disparities, set measurable goals and create a more equitable environment.
We can help you stay compliant by producing gender pay gap calculations and narratives for your report. And if you want to analyse other pay gaps, we can produce reports relating to ethnicity, disability status and more.
We can support you with organisational changes or workforce restructuring activities, including redundancy, and changes because of Transfer of Undertakings (Protection of Employment) regulations 2006 (TUPE).
We also support with the people side of business transactions and can offer buy-side HR due diligence, and readiness reviews for businesses considering a sale. Our services extend to post-acquisition harmonisation and consultations, ensuring your organisation navigates these transitions effectively.
HR training and leadership development
Great HR doesn't stop with solving today's issue. It helps managers handle tomorrow's with confidence. That's why our practical leadership training gives managers the skills to deal with everyday people challenges consistently and effectively.
- Difficult conversations
- Performance management
- Absence management
- Disciplinaries and grievances
- Change communication
- Inclusive leadership.
Training can be delivered through workshops, structured programmes or on-demand learning, tailored to the challenges facing your organisation.
Support that leaves your business stronger
Our aim isn't simply to resolve individual HR issues, it’s to leave your organisation stronger. Managers become more confident, decisions become more consistent and your people have access to the right expertise whenever it's needed.
As part of our integrated Pay & People offering, our HR, payroll and technology specialists work together to provide joined-up support that reduces risk, improves efficiency and helps organisations navigate an evolving employment landscape with confidence.
Frequently Asked Questions
Not every organisation needs a full-time HR director. However, there are often points in a business's growth where senior people leadership becomes essential.
You may be preparing for significant change, integrating an acquisition, building leadership capability, addressing workforce challenges or developing a longer-term people strategy. In these situations, access to experienced HR leadership can make a significant difference without the cost and commitment of a permanent executive appointment.
A fractional HR director provides senior-level support for the amount of time your business needs. That could be a few days each month, support through a specific project or ongoing strategic input alongside your existing leadership team.
Many of our clients have established HR teams. Sometimes they need additional capacity during a particularly busy period. Sometimes they need specialist expertise for a project or complex people challenge that sits outside their team's day-to-day experience. In other cases, they want independent input on a significant business decision before moving forward.
External support gives organisations access to a wider pool of expertise and practical experience gained across different industry, business structures and workforce challenges. Rather than replacing your HR function, consultancy support should strengthen it by providing additional resource, specialist knowledge or an experienced sounding board when required.
Yes. Many HR leaders value having access to an independent senior adviser who understands the realities of leading a people function. Whether discussing organisational design, workforce planning, board-level stakeholder management or a particularly complex people challenge, a trusted external perspective can be invaluable.
For some organisations, a fractional HR director provides additional leadership capacity during periods of change. For others, they act as a sounding board, bringing practical insight gained from working across different sectors and organisations. Support can be tailored to complement existing expertise, providing additional capability exactly where it is needed.
A gap in senior HR leadership can create significant pressure on both the leadership team and the wider HR function, particularly during periods of growth, change or organisational complexity.
In many cases, organisations do not need to recruit a full-time replacement immediately. Fractional or interim HR support can provide experienced leadership for as long as it is needed, helping to maintain momentum, support the HR team and ensure key people initiatives continue to progress.
Whether covering a period of family leave, supporting the transition between senior hires or providing additional leadership during a critical project, flexible HR support can provide continuity without the commitment of a permanent appointment.
Organisational change is rarely just about structures, processes or compliance. Success depends on how effectively people are brought through the change.
Whether you're restructuring teams, integrating an acquisition, implementing a new operating model or preparing for future growth, experienced HR support can help manage both the operational and people-related aspects of change.
This includes workforce planning, consultation processes, leadership coaching, communication strategies and implementation support, helping organisations maintain momentum while managing risk and employee engagement.
Growth places new demands on organisations. What worked when the business employed 50 people may not be effective with 150. Leadership structures, management capability, workforce planning, culture and employee experience all need to evolve alongside the organisation.
A fractional HR director helps ensure that people decisions support commercial objectives. They bring experience from organisations that have faced similar challenges before, helping leadership teams make confident decisions as they scale.
The answer is rarely straightforward. Some organisations require occasional access to advice on employment matters. Others need support delivering a transformation programme, managing organisational change or strengthening leadership capability.
The right approach depends on your business objectives, internal resources and the challenges you're facing. Flexible support allows organisations to access the right level of expertise at the right time, whether that is operational guidance, hands-on project support or senior strategic leadership.
Recruiting additional HR resource may be the right answer if you have a long-term requirement and a clearly defined role.
However, organisations often face challenges that require specialist expertise, immediate support or resource for a fixed period. In these situations, consultancy support can provide a more flexible solution.
It gives businesses access to experienced HR professionals without the time and cost associated with recruitment, while allowing support to scale up or down as priorities change.
While the detail continues to develop, employers should already be considering how proposed changes could affect their people practices. Reviewing policies, strengthening management capability and identifying potential areas of risk now can help avoid issues later.
Taking a proactive approach will make it easier to adapt as the legislation takes shape.
Contact us
Whether you need day-to-day HR advice, support with a complex people issue or strategic guidance as your business grows, our team is here to help. Get in touch to discuss your requirements.