HR Consulting
Answers to the people questions that keep you up.
Focused consulting projects on organisation design, pay, performance and restructuring. You get a decision and a plan, not a slide deck nobody opens twice.
Structure before it becomes urgent.
Some people problems are not operational, they are structural. Two managers own the same team. Salaries have drifted apart over three years of individual negotiations. A performance system exists on paper but nobody trusts its ratings. A reorganisation is unavoidable and nobody knows how to do it without losing the wrong people.
These are consulting projects, not retainers. They have a clear question, a defined scope of four to eight weeks, and an output your leadership team can vote on. We work from your data: contracts, org chart, payroll structure, turnover, and interviews with the people who actually run the work.
The deliverable is always the same shape: what we found, what we recommend, what it costs, what happens if you do nothing, and who does what in the first ninety days. If a recommendation cannot be implemented by your team, it does not go in the report.
Organisation design
Clear reporting lines, spans of control, role boundaries and a structure that fits the next eighteen months rather than the last three years.
Pay & salary bands
Market benchmarking, transparent bands, and a correction plan that fixes inequity without blowing up the budget in one month.
Performance systems
Goals, review cycles and promotion criteria managers can apply consistently, with calibration that keeps ratings honest.
Restructuring & exits
Legally sound, humane restructuring: selection criteria, communication plan, documentation and support for the managers who deliver the news.
Culture & values work
Values translated into observable behaviours and into hiring, feedback and promotion decisions, instead of a poster in the kitchen.
Due diligence support
People-side review before an investment or acquisition: risks, key-person dependencies, contracts and the integration plan.
Typical triggers
- Growth doubled the team and the structure never caught up
- Salaries are inconsistent and people have started comparing
- Performance reviews produce no decisions
- You are planning a reorganisation or a layoff round
- An investor is asking for people data you do not have
Project deliverables
- A findings report grounded in your own data
- Costed recommendations with a risk assessment
- A 90-day implementation plan with named owners
- Templates and documents ready to use
Four clear steps
Frame
We agree the exact question the project has to answer.
Diagnose
Data review, interviews and benchmarking against the market.
Decide
Options workshop with leadership and a chosen direction.
Implement
Documents, communication and support through rollout.
HR Consulting, common questions
How long does a project take?
Most projects run four to eight weeks from kickoff to a decided plan. Restructuring work is usually longer because implementation is part of it.
Do you work with our existing HR team?
Always, when there is one. They know the context, we bring the outside perspective and the capacity for a focused piece of work.
Will you implement what you recommend?
Yes, either as part of the project or as a follow-on fractional HR engagement. We do not hand over a report and disappear.
Is the work confidential?
Yes. We sign an NDA before we see any data, and sensitive projects such as restructuring are run with a restricted internal circle.
What decision do you need to make?
Describe the situation. On the first call we will tell you whether this is a four-week project, a longer engagement, or something you can solve yourselves.
We reply within one business day. info@beehr.co
Not sure this is the right service for you?
Book a free 30-minute HR audit. We map your current state and tell you which service would actually move the needle.