Services
Whatever lands on your desk, you can ask me about it.
The list below isn't a menu where some things cost extra depending on which tier you're on. The advice is the same on all three. What changes between tiers is how much hands-on time comes with it.
01
The people you've got
Someone's behaviour is causing problems
What you can and can't do, and exactly how to handle it. Where the line is between a quiet word and a formal process - and what happens if you get that order wrong.
Someone isn't performing
Improvement plan around what the job actually requires and review meetings prep. Every conversation documented, so that if it doesn't improve you're standing on something solid.
Someone's off sick, or two people can't work together
Return-to-work conversations, reasonable adjustments, absence improvement plans, mediation - or the formal route, if that's genuinely what it needs. Usually it isn't, and knowing that saves you months.
A grievance has landed
Handled properly from the first hour, so it doesn't escalate, doesn't spread through the team, and doesn't come back at you six months later.
You need to let someone go
Start to finish. The right process for the right reason, the letters, the meetings, and a paper trail that holds up. This is the one people get wrong, and it's the one that costs the most.
There's a difficult conversation coming
Script written, and we talk it through first. If it's your manager having it rather than you, I'll prep them instead - including what to do if it goes sideways in the room.
02
The people you're hiring
You need to hire
We start with what you actually need, not what the last person's job title was. Then the job description and advert get built around that.
Interviews are coming up
Competency questions mapped to the role, model answers, a scoring sheet, and a conversation beforehand so you walk in structured - including a clear list of what you can't ask.
You can't choose
A proper debrief to separate who impressed you from who can do the job. Plus a straight view on salary if they push, and what turnover would actually cost you if you let them walk.
They're starting
Offer letter, contract, right to work, and help with an onboarding plan that gets them productive and keeps them past month six.
03
The bits that just need sorting
Someone's joining or leaving
Contracts, offer letters, probation, notice, references - all handled.
You're not sure what you're legally allowed to do
Maternity, paternity, flexible working, holiday, minimum wage, redundancy consultation. Straight answers, no jargon, no forty-page guidance note.
Something's brewing and you don't know how serious it is
Tell me and I'll tell you straight. Half the time it's nothing. The other half, you've just caught it early.
The maths
What it costs to get it wrong
Cue HR starts at £199 a month. That's less than one hour with a solicitor.