HR Project Management

Additional HR support for your business just when you need it!

Take advantage of over 25 years of experience in supporting Directors and line managers with managing HR projects and I will:
  • Protect Your Business
  • Provide Peace of Mind
  • Recover Your Time
  • Reduce Your Costs

If you are struggling to keep all your HR balls in the air you will find working with me on a short term basis provides you with a quick and cost effective solution to managing your HR projects.

I love the challenge of a new HR Project, each one always has a unique set of variables that makes every step exciting.

Those unique variables mean I’m unable to provide an idea of costs on this page. For each HR Project you have in mind I would need to meet you to discuss your specific needs and from there I can design and deliver a solution that meets your requirements and budget.

I am an experienced HR Professional who can take the lead on your HR project, will identify and mitigate the potential risks that your HR Project may create and will also deliver your HR Project on time and within budget!

I take the stress and strain away by providing practical, expert and business focussed HR Project Management

Benefits of Outsourcing a HR Project to Kea HR

Business Protection Button (blue) Protects Your Business
Dealing confidently and consistently with HR issues will minimise the risk of expensive employment tribunals and high levels of staff absence and poor performance
We help you to minimise risk and remain legally compliant throughout your HR Project.
Peace of Mind Button Provides Peace of Mind
Receiving experienced, quality support with your HR project will enable you to get on with running your business knowing your HR matters are been dealt with by an experienced HR Professional.
I have a huge range of experience with HR project management including TUPE, Redundancy and Absence Management.
Recover Your Time Button Recovers Your Time
Tasks such as discipline and grievance investigations, implementing redundancies and restructures and managing complex people problems are time consuming pieces of work for an experienced HR Professional, but as the owner of a small business your first job will be to research the current legislation and then decide how to correctly interpret that in your business, all of which takes you away from your day job – running your business! These are the HR Projects that I am experienced in dealing with and I am here to keep you on track by providing you with guidance and support.
Outsourcing your HR Project to Kea HR means you have more time available to to focus on other important elements of your business.
Save Money Button (Blue) Reduces Your Costs
You only pay for bite size chunks of my time, so you are in control of your spending and my fees will be much cheaper than employing an HR Manager who, in a small business, would only be working at Managerial level for a small proportion of their time with the large proportion of their time spent working at Administrator level.
I’m here when you need me to provide practical, expert and business focused HR Project Management.

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Features of Outsourcing a HR Project to Kea HR

  • Dedicated Support
    Because I’m concentrating solely on your project I won’t get distracted by other things going on in your business and will bring your project to a quick and satisfactory conclusion.
  • A Professional Project Delivered on Time and On Budget
    I will assume responsibility for the project and will not only see it through to a satisfactory conclusion but will deliver a professional project on time and on budget.

How Kea HR Will Manage Your HR Project

It’s totally up to you whether you take the lead or you give me the authority to manage the project on your behalf.
  • Initially I will meet with you at your business premises to clarify the scope of your HR project and determine your desired outcome.
  • Where there are different courses of action available to you I will explain the different routes you could follow along with the consequences of each of those.
  • I will prepare a process flow chart so we are all clear on what needs to be done, when it needs to be done and who is responsible for doing it.
  • I will draft bespoke letters.
  • I will provide guidance notes, check-lists and meeting scripts for when you and your Managers have responsibility for a step in the process.
  • I will be available to attend meetings with your employees should you require additional support.

If you chose to work with me you would receive on-site support during the consultation meetings and unlimited telephone and email support throughout the term of the project.

How Kea HR Can Help You

Here are some examples of the most common types of HR Projects I help existing clients with:

Click on the Folder Names to reveal more information.

    Design or Review Contracts of Employment
    It’s a legal requirement that every employee must receive a contract of employment within two months of starting work.

    I can create tailored contracts to suit your company style that help ensure your expectations are clearly set out from the beginning, so there are no misunderstandings as employment progresses.

    Get a FREE Consultation…


    Design or Review Individual HR Policies
    Audit Your HR Processes
    My audit will assess the effectiveness of your HR function and determine compliance with employment legislation in terms of: general business considerations, recruitment processes, contracts and staff handbooks, personnel records and documentation.

    What’s Included in the HR Audit?
    I will produce a confidential written report identifying any areas where your business is at risk, with recommendations for improvement supported by a structured and achievable plan of action.

    • Firstly I will meet with you to clarify the scope of the project
    • I will spend some time at your business premises gathering the data I need, depending on the size of your organisation that could be between a half and 2 days
    • Back at Kea HQ I will analyse the data and prepare my report to include fact-find plus analysis and recommendations
    • I will then return to your premises to deliver the results of the audit

    Get a FREE Consultation…


    Implement or Review Your Appraisal Programme and Support You With Managing Your Appraisal Process
    Particularly useful if this will be the first time you have held appraisals with your employees

    The Performance Review Process is a vital tool to improve performance but is also useful for harnessing commitment from your employees. So, if you don’t have a Performance Review Process your employees are being held back and that could make the difference between the success and failure of your business!!!

    If you do have a performance review process in place here are some questions for you to consider:

    • How do you make use of the performance reviews?
    • What are the goals of these reviews?
    • Are employees judged, trained, promoted, etc. by objective data?

    I could help you:-

    • Design and implement a new Appraisal Programme
    • Review and improve an existing Appraisal Programme
    • Manage the Appraisal Process – particularly useful if this will be the first time you have held appraisals with your employees

    Get a FREE Consultation…


    Implement, Review or Support You With Your Appraisal Programmes (Appraisals)
    The Performance Review Process is a vital tool to improve performance but is also useful for harnessing commitment from your employees. So, if you don’t have a Performance Review Process your employees are being held back and that could make the difference between the success and failure of your business!!!

    If you do have a performance review process in place here are some questions for you to consider:

    • How do you make use of the performance reviews?
    • What are the goals of these reviews?
    • Are employees judged, trained, promoted, etc. by objective data?

    I could help you:-

    • Design and implement a new Appraisal Programme
    • Review and improve an existing Appraisal Programme
    • Manage the Appraisal Process – particularly useful if this will be the first time you have held appraisals with your employees

    Get a FREE Consultation…


    Improving Attendance at Work and Reducing Poor Attendance
    Developing Your Absence Policy
    I will work with you to design an absence policy that is straightforward, enabling your employees to easily understand what they have to do as well as helping you to deal with employee absence quickly and consistently.
    An unsatisfactory level of sickness absence is a series of intermittent short-term, generally self-certified, absences where the employee is absent for a variety of conditions such as coughs and colds, flu, stomach upsets and food poisoning and migraine and headaches.
    An unsatisfactory level of sickness absence can be an indication that the employee is not happy. It could also mean there is an underlying condition that is manageable for some of the time but not all the time, sometimes leading to short term absences. It’s important therefore to have regular chats with employee’s who are absent to determine any underlying reasons for absences. Where there is no underlying condition and the absences are persistent you may reach a point where it is possible to say enough is enough and terminate the employment relationship.
    Long Term Absence is when an employee is absent for a prolonged period time, generally due to a single underlying condition, such as a heart attack or cancer.
    The employee’s GP may use the medical certificate to indicate adjustments that could be made to the employee’s duties, hours or workplace, which could help the employee return to work. If the advice on the fit note is not sufficient, or no such advice is given, then a medical report will be required to determine what the prospects for recovery are, whether or not the employee would be assisted by alterations in their work or working patterns, and whether or not the condition qualifies as a disability so that the more stringent duty to make reasonable adjustments applies.
    How I Can Help You
    Initially I will attend your business premises to find out where you are now and where you want to be, from there I will provide step by step technical advice to ensure you reach your desired outcome.
    Where there are different courses of action available to you I will explain the different routes you could follow along with the consequences of each of those. To support the advice I provide I will draft bespoke letters and will provide guidance notes and flow charts detailing exactly what you need to do and when you need to do it.
    I will also be available to attend meetings with your employee should you require.

    Get a FREE Consultation…


    Improve Employee Motivation
    If your employees are not happy, how can you expect them to keep your customers happy?

    I can help you by:

    • Analysing levels of employee turnover
    • Conducting an employee survey
    • Reviewing your benefits package
    • Reviewing your training and succession programmes
    • Reviewing your job roles to give great job satisfaction
    I will help you to find ways to motivate your employees without breaking the bank.

    Get a FREE Consultation...


    Investigate a Potential Disciplinary Situation

    In a small business when a disciplinary matter arises how do you, the owner of the business, demonstrate a fair process when you have investigated the situation, managed the disciplinary hearing and then heard the appeal? Here is a link to a recent Tribunal decision which highlights the importance of having different people leading each stage – even in a small family run business Henshaw v Touch Tanning Ltd ET/2605284/09.

    Since the introduction of the 2009 ACAS Code disciplinary investigations have become critically important prior to a formal disciplinary hearing.

    If you found yourself defending a claim for unfair dismissal the tribunal would look at how thoroughly you handled the investigation. They will look at:

    • who was spoken to
    • what evidence was gathered
    • could other people have been guilty
    • was there any admittance to the allegations
    • mitigating circumstances

    What’s Included in the Kea Disciplinary Investigation?
    I would attend your premises initially to take a full brief from you. I would then return at a mutually agreed date to interview all staff concerned and prepare comprehensive witness statements and gather the evidence.

    Away from your premises I would prepare a written report. The report will provide a comprehensive objective review and analysis of the facts and issues. It will not reach any conclusions or give any recommendation as to “rights and wrongs”, although it would identify any procedural shortcomings so that these could be rectified before proceeding.

    Depending on the availability of your staff my aim would be for you to receive the report within 5 working days of receiving your brief.

    Finally, if required, I would attend your premises on the day of the hearing to present my findings.

    I have developed a network of professional contacts who provide highly specialist additional input if needed, for example: private detectives and forensic computing experts.

    The benefits of having disciplinary investigations conducted by a skilled and independent third party are:-

    • Experience and knowledge in carrying out disciplinary and grievance investigations with a full understanding of what needs to be documented and investigated
    • In-depth understanding of the legal framework
    • Objectivity – no prior knowledge of the people involved
    • Reduced emotions and tensions in highly charged situations
    • Significantly reduced risk of an employment tribunal
    • Skills in handling sensitive situations, including investigations of alleged race, sex or other discrimination or harassment, bullying or victimisation

    Get a FREE Consultation…


    Manage A Recruitment Campaign On Your Behalf
    Whether you are recruiting your first employee or expanding the size of your team the task can be time consuming and quite daunting, especially if you are recruiting for a position you don’t fully understand.

    When you choose to partner with me I will work as part of your management team to successfully recruit the people you need, when you need them. Prior to starting work on the project I will agree with you:

    • what we are recruiting,
    • how we are going to do it, and
    • the time scale and advertising budget we are working to.

    I provide a fully managed recruitment campaign from preparation of the advert through to reference checking the successful candidate and providing feedback to all the unsuccessful candidates.

    I offer my Fully Managed Recruitment Service on a Fixed Price basis. So you know exactly what you are paying with no nasty surprises and is perfect if you are on a tight budget.

    If you partner with me you will receive a superior service to a recruitment agency at a fraction of the cost and I will save you time on dealing with all those applications yourself!

    Get a FREE Consultation...


    Manage Redundancy and Restructuring Programmes
    I have led numerous redundancy and restructuring programmes and can offer a complete service that will reduce your business costs and improve work efficiency whilst ensuring your people are taken care of and treated fairly.

    Here are some of the ways I could help you with redundancy and restructuring programmes:-

    • Offering expert advice on TUPE transfers, mergers, downsizing and restructuring
    • Delivery of change programmes ensuring the process is legally compliant
    • Providing coaching to managers on effectively dealing with change
    • Designing a selection process and considering pools of candidates when redundancy is necessary
    • Supporting employees who are leaving your business in securing alternative roles
    • Supporting those employees who are staying with you
    • Providing a comprehensive managers guidance pack that will support you and your managers through each stage of the process and will include process flow charts, template letters, check-lists and scripts for the formal meetings

    I have the expertise to lead your business through difficult economic times. From the first discussion stages I will work with you to project manage the process and provide you with specialist advice and guidance to support your business at every stage.

    Get a FREE Consultation…


    Mediate When You Have a Dispute
    Mediation is a voluntary, safe and confidential process of dispute resolution in which an impartial third party facilitates a series of private meetings with the individuals.

    An impartial and non-judgemental mediator will create the conditions for dialogue between the parties involved and reach an outcome which is mutually acceptable and agreed by both parties, not the mediator.

    Your mediator will:-

    • facilitate the discussion
    • listen to the different views
    • be impartial
    • not seek to judge or blame anyone

    On the day the mediation takes place there will be a series of individual and group meetings that will draw out the different views and encourage the parties to arrive at their own solution.

    Get a FREE Consultation…


    Support You Manage Formal Employment Meetings
    When you are faced with a complex employee grievance, a disciplinary matter or even an appeal it may help to have an experienced HR professional support you through the formal meetings.

    I would guide you through every stage of your procedure to ensure that you act correctly and avoid costly mistakes, helping you by:

    • Providing employment law advice tailored to the situation.
    • Guiding you through a fair procedure.
    • Producing correspondence in accordance with ACAS guidelines.
    • Coaching you on conducting the meetings.

    Employment Tribunals will uphold claims of unfair dismissal where a fair procedure has not been followed, even if you appear to have a valid reason for the dismissal.

    Get a FREE Consultation…


    Support with Negotiating Settlement Agreements
    Settlement Agreements, where an employee agrees not to make a claim against their employer in return for a financial settlement, were introduced in September 2013.

    How I Work

    • Meeting on site to discuss the scope of the project
    • Supporting ‘without prejudice’ discussions with the employee
    • Preparation of the settlement agreement
    • Negotiation with the employee’s advisor
    • Unlimited telephone and admin support during the project

    Get a FREE Consultation…


    Support with Responding to a Tribunal Claim
    If an ET3 form has arrived on your desk you are probably looking for some guidance on how to respond and the next steps in the process.

    You have 28 days from the date of receipt of the ET3 and you will have received written confirmation of the deadline for responding with the ET3. Put the date in your calendars on your desktop and mobile and in your diary so that you do not miss the deadline.

    I can help you prepare your response, gather your evidence and put your statements together.

    How I Work

    • Meeting with you to clarify the scope of the project
    • Preparation of a process flow chart
    • Advice and support with completing and returning the ET3
    • Advice and support with the preparation of witness statements
    • Advice and support with negotiations with the ACAS Conciliator
    • Unlimited telephone and email support during the project

    Get a FREE Consultation…


    Support with Staff Transfers (TUPE)
    The Transfer of Undertaking (Protection of Employment) Regulations 2006, are generally referred to as TUPE.

    The Regulations provide protection for employees before, during and after the transfer from one employer to another.  Terms and conditions of employment are protected indefinitely.

    Incoming Employer
    If you are the incoming employer, you will need to undertake a thorough due diligence process. It’s important you do this before you submit your tender so you have a clear understanding of what you are taking on. You should request and examine all relevant employee data and any future potential liabilities which may transfer to you, including salaries, pensions and employee terms & conditions.
    Outgoing Employer
    If you are the outgoing employer, you have a duty to provide full and correct data on contractual and implied terms of employment as well as any local arrangements, which are in force.Both parties must undertake reasonable consultation with the affected employees.

    How I Work

    • I would meet with you at your premises to clarify the scope of the project
    • I would prepare a process flow chart so we are all clear on what needs to be done, when it needs to be done and who is responsible for doing it
    • I would help you review the employee data
    • I would provide a comprehensive toolkit for your line managers including template letters, check lists and scripts for the consultation meetings

    If you chose to work with me you would receive on-site support during the consultation meetings and unlimited telephone and email support throughout the term of the project.

    Get a FREE Consultation…


    Take Notes at Formal Employment Meetings
    When you are chairing a formal meeting, such as a disciplinary hearing, it can be difficult to take comprehensive notes, keep track of what is been said and decide where you want the meeting to go next. I can ensure an accurate transcript of the meeting is recorded. My hand-written version will be available for you immediately and a typed version will be provided within 1 working day.

    Get a FREE Consultation…


    How Much Does it Cost?

    Before agreeing to work for you I would need to gain a clear understanding of the scope of the work you require.

    I will then prepare a quote which will outline a Pay As You Go or Fixed Price arrangement.

    Pay As You Go Arrangements
    I will confirm the minimum and maximum number of hours I expect the work to take along with my hourly or daily rate. Unless something unusual or unexpected happens you will never pay more than the maximum cost quoted.

    The hourly or daily rate I charge will reflect the level of skill and knowledge required for the work I am carrying out, for instance when I'm taking minutes at a disciplinary meeting I will charge you a lower rate to the one I would charge if I was carrying out a disciplinary investigation on your behalf.

    Fixed Price Arrangements
    Depending on the scope of the project we have discussed I may agree to work for you on a guaranteed fixed price.

    Green Arrow (150 x 120)

    Here are some of the most popular HR Projects I am asked to manage on behalf of clients:

    Click on the read more buttons to reveal more information.





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