with the client organisation in a totally flexible and scalable manner
according to what best suits them.
Expert help and advice when
needed. But only when needed.
Support from a person who
has bothered to understand their organisation. This means a named
person not a call centre.
Confidence that we ensure
their HR practices are legally compliant but also support their
If there is a nasty problem
- they can happen - we will turn up, get involved, deal with it.
With respect to employment lawyers who are often excellent in their
field, they have probably never personally dealt with a poor performing
employee, an allegation of harassment or a tricky maternity situation.
Lawyers deal with the consequences of getting it wrong! Our role
is to try to avoid problems, if possible.
All of which was well summed
up by a client who said "it's so good to have somebody on our side".
Outsourcing HR to us does not mean remote, impersonal, or disinterest in
For a client deciding to outsource HR
support, we will often ( but it is absolutely not a rigid process) look at
an initial exercise of:
Full review and
implementation of legal and policy requirements, checking or producing contracts and
processes and materials.
an agreed "help-line" service. In essence, who can contact us - it
is important to control this.
Ad hoc support with as needed-advice, or problems, including
Tribunal claims (we deal with them).
HR programme design and implementation - appraisals,
communications, career development, bonus schemes ... Anything else on
the HR agenda.
And if needed:
On-site service on an x days per month
basis. Some clients like to have a brief review of "what's going
on", "what's needed" every month or two.
Recruitment management. We
absolutely do not "sell" this, but within the Group we do have a highly
regarded recruitment operation which is available to clients at
preferential rates where it is the right answer for them. Often it
is not - an organisation with a reasonably high profile should be
attracting speculative applications. Social networking channels
are a good way to find potential recruits. As part of the service
we can advise on this. Perhaps - but yet again only if wanted - we
might add value through involvement in the selection process including
Management training in, for instance,
recruitment selection and performance management.
Pay and benefits advice.
By using the resources of our Group (see
Peira below), we are able to additionally provide specialist support
when needed, from counselling though to (if it is an exceptionally
complicated/risky "claim") high level legal representation.
marketplace for outsourced HR services - understand what you are buying.
This is an
extract from a letter recently e-mailed to us by a solicitor:
client does have insurance with xyz, but they have declined to
assist at this stage. However I will need to get their approval to make
sure it does not jeopardise any future cover if the matter goes to a
was a really serious (business threatening) issue requiring immediate
hands on help/intervention.
thought they had a contract for HR services.
No way. They
had actually bought an insurance policy (do read through & think through
the small print), standard materials where they did not then own the
copyright, & telephone access to what is in reality a distributed call
We receive too
many similar enquiries. Depressing. A business has been paying out for an
"HR services" contract. No proactive advice, no interest by the
provider in the business, & when something goes wrong ...
different. We will be there if you ever have a real problem.
We will give pragmatic business advice without you being constrained by
instructions from underwriters. Nor do you sign up to any continuing
contract - "as needed".
& If tribunal
insurance is important to you, make sure you take it separately from the
HR advice service. It isn't expensive.
explain all of this - just call.
pause before signing up to an alternative service that may not be right
For an objective conversation
about options, not us selling, just call.
The HR outsourcing formula works because
a growing business needs the full range of HR management expertise, but
not a lot of it. By using our services, a company knows it has all
that is needed on-tap, without the expense of an HR manager and his/her
support and facilities.
The HR outsourcing services are usually
integrated with an in-house administrator, or - if volume of work
justifies it - a part-time HR executive who can be employed by ourselves
or the client.
As businesses grow, we
happily migrate our services to fit with changing client needs. An
excellent example was our involvement with a hotel chain start-up.
We went from no employees, clean sheet of paper, to the point where they
acquired (and we helped with the HR aspects of the acquisition) another
hotel chain together with approaching 1000 more employees. At which
point we were not needed any more for day-to-day support, & the right
answer was a really good HR manager with a supporting team. A
total success for everybody - and they even had an award for the Internet
delivery of employee materials/communications that we had initiated.
A very satisfactory outcome.
The arithmetic if wondering whether to
outsource HR is - for companies at the right stage of their growth - very
attractive. The first step is for us to undertake a full HR
requirements assessment, then propose a cost-justified solution.
Note that we
confine HR outsourcing services to London and the Thames Valley.