Your HR function, without the salary
There's an awkward middle ground a lot of WA businesses sit in. Big enough that people issues take up real management time. Not big enough to justify a full-time senior HR manager on the payroll.
So it gets handled by whoever is nearest. An office manager, a finance lead, or the owner at nine o'clock at night. It works until it doesn't, which is usually the day something serious arrives.
Outsourced HR gives you the function without the headcount. Ongoing, retained, and there when something happens rather than starting from scratch each time.
You might be dealing with
- Fifty to three hundred employees and no dedicated HR
- People matters consuming management time that should go elsewhere
- A recent issue that exposed how little support you actually had
- Contracts, policies and records you suspect aren't right
- Managers making people decisions without guidance, inconsistently
- Growth that's outpacing informal arrangements
- A client, tender or insurer asking about your HR and compliance position
- An HR coordinator handling admin well, with nobody senior above them
What's included
Scoped to your business, but commonly:
- Day-to-day advice The person your leaders call. Award and agreement interpretation, entitlements, process questions, and the judgement calls that arise weekly in any workforce.
- Employee relations Performance, conduct, absence and grievances handled properly as they arise: with the process discipline they need.
- Recruitment and onboarding Position descriptions, selection, contracts, offers and induction. Getting the start right prevents a large share of later problems.
- Exits Resignations, terminations, final entitlements and handover, done cleanly.
- Policy and compliance Contracts, policies and procedures kept current and usable, with obligations tracked rather than assumed.
- Manager capability Building your leaders' ability to handle the routine matters themselves, so the escalations reduce over time.
- Reporting The small number of workforce measures your leadership will actually use.
- Escalation to specialists When something serious arrives (an investigation, a bargaining round, a restructure) it's handled by people who do that work, without you having to find someone new.
How it works
- 01 Discovery Your business, workforce, instruments, current state and immediate risks.
- 02 Proposal Scope, level of support, response times and monthly fee: agreed before starting.
- 03 Onboarding We get across your people, systems and issues quickly, and deal with anything urgent.
- 04 Ongoing support Regular contact (on site, remote or both) plus availability when something arises.
- 05 Review Periodic check that the arrangement still matches what the business needs.
Arrangements range from a few hours a month for advice on demand, through to several days a week where the business genuinely needs a resident HR presence.
Why it works
- Senior capability at a fraction of the cost. You get experience you couldn't justify employing, for the proportion of time you actually need it.
- Continuity. The same people, who know your business, your agreement and your history: rather than explaining it again to a new consultant each time.
- It scales both ways. Support increases through a busy period and reduces afterwards, without a hiring or redundancy decision.
- Specialist depth included. Most outsourced HR providers can handle the routine and stop at the industrial side. We don't.
Common questions
How is this different from hiring an HR manager?
Cost, flexibility and seniority. A permanent hire is a fixed salary and a role you have to keep filled. Outsourced HR gives you senior capability for the proportion of time you need it, scaling as the business changes.
What does it cost?
Depends on workforce size, complexity and level of support. Quoted as a monthly retainer, agreed up front.
Are you available when something urgent happens?
Yes: agreed response times are part of the arrangement. That's much of the point.
Do you work on site?
Usually a mix. On site regularly enough to be known and visible, remote for work that doesn't require presence. For site-based operations we plan around rosters.
What if we grow and want HR in-house?
That's a good outcome and we'd help you do it: scoping the role, recruiting, and handing over properly. We'd rather that than hold on to work that should sit inside your business.
Can you work alongside our existing HR person?
Frequently what's needed. A capable coordinator or advisor with senior support above them is often a better arrangement than a single mid-level hire.
Ready to talk?
Tell us what you need and we'll take it from there.