How we work
Understand the company and the need
A short conversation covering your activity, size and biggest pain today.
Collect data, documents, systems and policies
We review employee files, systems in use, existing policies and procedures, and available platforms and permissions.
Analyse gaps, complexity and risk
We identify what is missing, what is overdue, where complexity sits, and what must be sorted before operations begin.
Design your operating model
Scope, responsibilities, permissions, approvals, communication channels, priorities, service hours, exceptions and escalation, written down clearly and sent to you for review. A written agreement is the first thing that prevents misunderstanding.
Set up tools and files
Organising files and data, configuring the chosen system or files, and settling the day-to-day way of working. If heavy clean-up is needed, we treat it as a separate setup project and scope it before starting.
Verification and monitored run
We run the model for a limited period under close watch and correct whatever does not fit your reality.
Approve the operating plan
The final scope and operating plan are documented and approved by you before recurring operations start.
Recurring operations, reporting and improvement
Regular follow-up on tasks, deadlines and agreed platforms, with a monthly report on what is done, what is pending and what awaits your decision, plus a review for improvement.
What's in the monthly report?
The document that tells you where HR stands without having to ask:
- Completed work for the month.
- Pending items and why.
- Items needing your decision or authority.
- Upcoming deadlines and requirements.
Scope and price are only fixed once we understand your people, systems, policies, procedures, permissions and approval cycle, and the operating plan is documented.