Industries / Defence
DefenceBuild clear employment foundations as your business, projects and team develop. We help defence-sector businesses organise roles, contracts and people processes alongside their specialist operational requirements.
01 / FOUNDATIONSClear employment foundationsAlign roles, contracts and reporting responsibilities.
02 / PEOPLEOrganised onboardingCoordinate HR documents with the wider induction process.
03 / SUPPORTPractical leadership supportWork through growth, performance and employee matters.
Review your employment documents and internal practices, then identify the work needed to strengthen your people processes.
Prepare clear employment documents, position descriptions and policies as responsibilities and project needs develop.
Get practical advice for employee matters, performance conversations and the people side of organisational change.
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A growing project business may add technical specialists, project leaders and corporate support roles in a short period. People need to understand their responsibilities, reporting lines and the decisions they are expected to make.
We can help define roles and translate them into employment documents, onboarding and manager guidance. That creates a clearer basis for performance conversations and coordination between project and business leadership.
The employment part of onboarding needs to sit alongside the operational, client and security processes your business manages. Clear ownership helps everyone understand which steps are complete and what still needs attention.
CCG can help organise contracts, position descriptions, policy acknowledgements and employee records. We agree the HR deliverables with you and work alongside the people responsible for specialist requirements, rather than treating an employment checklist as approval for every aspect of a role.
Project pressure does not remove the need to handle employee concerns carefully. A manager may need help with performance expectations, a difficult conversation or the people implications of a proposed change.
We help you work through the facts, review the relevant employment arrangements and plan the next steps. Ongoing HR support can provide additional capacity alongside your internal team, with responsibilities and priorities agreed from the outset.
Start with employment documents, role clarity, an HR Health Check or a current people issue. We will identify the information needed and keep the scope clear alongside your business’s other advisers and project responsibilities.
Our typical clients have around 10–150 employees. After an initial conversation, we’ll recommend retainer, hourly or project support to suit your business. We can also provide extra capacity alongside an existing HR professional.
You do not need every document ready to book a conversation.
Yes. We can provide additional capacity, help with a defined project or act as a sounding board for managers, with clear ownership of the work.
No. The support described here is HR and employment work. Security clearances, defence accreditation and specialist regulatory requirements remain with the appropriate providers and responsible people.
The first conversation can focus on your team, roles and HR issue. Before any work begins, we agree what information is necessary and how it should be provided.
For general award information, see Fair Work’s awards guidance. For support in another sector, explore our industries.
Book a free consultation. We’ll discuss your business, your team and the HR issue or priority you want to work through.
We’ll recommend a project, hourly advice or ongoing HR support. We agree the scope, fees and next steps with you before work starts.
We gather the relevant information, work through the agreed priorities and help you put the advice and documents into use.
You can start with a defined project or hourly advice. Ongoing retainers are 12-month agreements; we’ll explain the terms before you decide. An HR Health Check generally takes 4–6 weeks.
