Industries / Tourism & Hospitality
Tourism & HospitalitySupport your team through busy periods, new starters and the daily demands of service. We help owners and managers put clear employment arrangements and practical people processes behind the customer experience.
01 / FOUNDATIONSReady for new startersBring offers, contracts and induction together.
02 / PEOPLEClear employment adviceWork through award, roster and employment questions.
03 / SUPPORTSupported venue leadersGive managers help with feedback and team concerns.
Put consistent employment documents and induction steps in place, with clear responsibilities for the owner, manager and new starter.
Get help to assess an employment question, prepare a conversation or work through an employee concern with a clear next step.
Clarify the role you need, improve the hiring process and support the managers who will lead your team.
Google reviews from businesses we support across our services.
Examples of work delivered by CCG. Details are kept anonymous to protect client confidentiality.
The need
A tourism business was bringing new employees into the team as it prepared for a busier operating period.
Our work
CCG coordinated new-starter documentation and onboarding, processed changes to existing employment arrangements, and set up reminders for probation and development check-ins. We also followed up managers on upcoming review milestones.
What was delivered
New starters were progressed through an organised onboarding process, employment changes were documented, and managers received prompts to support employee check-ins.
A busy season or a new venue can bring a wave of hiring. If each manager uses a different process, important employment documents and early check-ins can be missed.
We help you define the roles, prepare the right documents and organise onboarding around the people who will actually deliver it. That can include induction checklists, clear policy acknowledgements and a plan for reviewing how new starters are settling in.
Customer-facing work can put pressure on team relationships, attendance and expectations about service. Managers need a clear way to raise concerns, hear the employee’s perspective and follow through on agreed actions.
We can help prepare performance conversations, document expectations and support consistent follow-up. For an immediate issue, we start with the facts and what has already happened, then agree the next step with you.
Tourism and hospitality cover different business models and jobs. Restaurants, accommodation businesses and other operations should check the arrangements that apply to their activities and employees.
We help you organise the information needed to assess award coverage and classifications, then work through questions about employment conditions and roster practices. Fair Work’s guidance on bars and restaurants illustrates why the business model matters.
If your documents or manager routines have fallen behind the business, an HR Health Check can identify priorities and provide an action plan over 4–6 weeks. If one issue needs attention first, we can start there.
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 agree a defined piece of work, such as reviewing contracts or supporting a manager with an employment concern, before considering any broader support.
We can help review and prepare employment documents suited to the arrangements you need, and identify questions that should be resolved before they are issued.
Yes. CCG is based in Adelaide and supports businesses across Australia. We can work remotely with your owner, venue manager or the person coordinating your HR.
Practical guide: Hospitality onboarding checklist before a busy season — prepare the documents, first-shift training and manager check-ins.
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.
