Our Services

Unlock the full potential of your most important asset, your people. We’re here to help you with everything related to Human Resources and People, so you can focus on growing your business.

HELPING YOU BECOME AN EMPLOYER OF CHOICE

Our HR Services

You are not alone. We're here to help you navigate through any HR and workplace issues. We're a local team who get to know your business inside and out, so our advice is tailored to you, not just generic one-size-fits-all jargon.
We make sure you are compliant with the Modern Awards that apply to your business as well as the Fair Work Act and National Employment Standards. Our first step together will be to audit your current status, then we stay on top of any updates to ensure ongoing compliance.  
Need your next star? We align with your core values and objectives to find the best possible fit for your role. Offering flexible options based on the role and your budget, we can be involved end-to-end, or just for the parts you need us for.  
We have a library of resources including policies and procedures, contracts, letters and performance management tools. Instead of just giving you a generic template, we will tailor these to your business and individual circumstances.
Performance Management & Conflict Resolution
It's not always sunshine and roses. We are here to help you navigate performance issues. This may involve coaching you or a manager, sitting in on a meeting and ensuring the correct procedures are followed to avoid issues down the track.
Employee Engagement & Culture
Your people are your most important asset. We conduct a 'Pulse Check' with your team to help you understand how healthy your workplace culture really is. We identify any areas for improvement so you can empower your team to take your business to the next level.

Trusted by Australian businesses

CUSTOMISED HR SOLUTIONS​

Whether you're a growing small business looking to get things right from the start or already have 60 staff but no HR resource, we’re here to help - at a fraction of the cost of a full or part-time hire. We work to get to know your business inside and out, so we can develop strategies that align with your goals and budget.
OUR PROVEN PROCESS

We act as an extension of your business.

Compliance Check
We start by auditing your current state to ensure your business is compliant. This will identify any issues we can then help you resolve.
On-Demand Workplace Advice
Gain immediate access to a local team of experienced HR professionals who can help you navigate any HR and workplace matters that arise.
Policies, Procedures & Contracts
We help you with any HR document you require in your business. Instead of providing a generic template, we tailor these specifically to your business, goals and objectives.
Employee Pulse Check
Employee engagement is crucial to a company's success. As an independent third party, we're in a unique position to delve deeper and provide unique insights on how your staff are really feeling.
SOME REAL LIFE EXAMPLES OF

Frequently Asked Questions

If an employee consistently arrives late to work, the employer should address the issue in a structured manner:
  1. Review the Employment Agreement and Policies: Check the employment contract and company policies to understand the stipulations about punctuality and attendance. This helps ensure that any actions taken are in line with the contractual obligations and internal guidelines.
  2. Conduct a Meeting: Arrange a meeting with the employee to discuss their tardiness. It’s important to understand if there are any legitimate reasons contributing to their lateness, such as personal issues or transportation problems.
  3. Provide Clear Expectations: Clearly communicate the expectations regarding punctuality and the impact of their tardiness on the team and the business operations.
  4. Issue a Formal Warning: If the behavior continues, you may issue a formal warning in accordance with your company’s disciplinary procedures. Ensure this warning is documented and communicated clearly to the employee.
  5. Offer Support: If there are valid reasons for the lateness, consider how you might help the employee, such as flexible working hours or assistance with transportation.
  6. Monitor and Follow-up: Keep a record of the employee’s attendance and continue to monitor the situation. If improvement is noted, acknowledge it. If not, further disciplinary action may be necessary, which could escalate to termination if the behaviour does not change.
  7. It’s crucial to handle the situation fairly and consistently, in line with the Fair Work Act and any applicable Modern Awards or enterprise agreements, to avoid potential disputes or claims of unfair treatment.

To ensure a smooth onboarding process for a new team member, begin with thorough preparation before their start date, including completing administrative tasks, preparing their workspace, and informing existing staff of the new hire. 

On their first day, provide a warm welcome and conduct an orientation to introduce them to the company culture, their team, and their role specifics. Provide essential resources like a handbook or access to company systems, and assign a mentor to support their initial period at the company. 

This structured approach, alongside regular check-ins to address any concerns and gather feedback, will facilitate a seamless transition and integration into the team.

Our consulting group brings a comprehensive expertise in workplace advice, anchored by a deep understanding of the Fair Work Act, Modern Awards, and National Employment Standards in Australia. We specialize in tailoring solutions that enhance workplace relations and compliance with employment law.

Our team offers strategic guidance on HR policies, conflict resolution, performance management, and employee engagement, ensuring that practices are not only legally compliant but also align with best practices for motivating and retaining a diverse workforce. Additionally, we provide bespoke training and development programs to equip management and staff with the necessary skills to navigate the complexities of the modern workplace, fostering a positive and productive work environment.

Reducing an employee’s hours can be a complex issue, especially under Australian employment law. Before making any changes, it’s crucial to review the terms outlined in the employee’s contract, any applicable Modern Awards, or enterprise agreements. This is something we can help you navigate to ensure you follow the correct procedure.

Terminating an employee’s position requires careful consideration of legal and ethical responsibilities to ensure it is conducted fairly and in compliance with the Fair Work Act.

It is crucial to handle the termination process with sensitivity and respect, maintaining professionalism throughout to minimise distress and to protect the reputation of your organisation. Additionally, consulting with a human resources expert is recommended to ensure all actions are compliant with applicable legislation, awards and contracts.

Yes! Employee engagement is crucial to a company’s success. It isn’t easily measured like sales targets or revenue, but it directly impacts the productivity, retention rates and ultimately financial success of a company.

Often employee engagement surveys are too surface level and end up being a ‘tick the box’ exercise for the employee. As an independent third party, we’re in a unique position to delve deeper and provide unique insights to management on how their staff are really
feeling.

Employee responses are confidential and as we are an independent party, we’ve found we get honest and thoughtful responses which allow owners and leaders to make effective change in the business.

Yes, having workplace policies is important regardless of the size of your business. Even with just a few employees, clear policies help establish basic guidelines and expectations, ensuring everyone understands their rights and responsibilities.

These policies can cover areas such as work hours, leave entitlements, health and safety, anti-discrimination, and grievance procedures. They not only protect the business legally but also promote a fair and consistent approach to managing your team. Implementing these policies from the beginning can help prevent misunderstandings and potential disputes as your business grows, contributing to a more organized and professional environment.

Certainly! To effectively handle a difficult conversation with an employee, prepare thoroughly by gathering all relevant information and specific examples. 

Choose a private, neutral setting for the meeting. Start the conversation clearly and directly, addressing the issues with specific instances. Listen actively to the employee’s perspective, showing empathy to encourage open dialogue. Focus on solutions by involving the employee in finding actionable steps to address the issues. Conclude with a clear agreement on next steps, including what changes will be made, responsibilities, and timelines, and document these commitments to ensure accountability and follow-through. 

We often help our clients with these meetings, whether that is coaching them before hand, or joining the meeting alongside them.

SOUND GOOD?

Get in touch and access HR support today.​

We look forward to having a chat and discussing how we can help you take your business to the next level.