What HR services does KCHR offer?
Not everyone is familiar with the full breadth of the HR remit, beyond the old school perception of hiring and firing, so below follows a summary of examples. It’s likely your needs don’t fit neatly into one (or several) of these areas, so do please contact me and share your specifics.
If at any time I consider someone in my HR network is better suited to meet your needs, I will refer you to help you find the best-fit solution for you.
Click here for a visual guide on all things HR… The-Social-Workplace-Employee-lifecycle-2017 (1)
Strategy and Operations
- Starting with the end in mind, developing long term people plans to ensure you meet your commercial goals.
- Delivering specific one off projects.
- Troubleshooting and problem solving.
- Stepping in to manage a HR role or team, e.g. covering Maternity / Paternity leave, sick leave or a vacancy.
- Setting up a HR function for a new, growing or changing business.
- End-to-end recruitment campaign management for an important or sensitive appointment.
- Development of strategies, working with local employers and training providers, to meet your future succession plans.
- Project management of high volume seasonal or start-up staff.
- Managing interviews and other selection processes, conditional offers, clearances and contracts.
- Designing and delivering staff induction and orientation programmes.
- Planning and supporting the management of mutually effective probationary periods.
- Process mapping to refine existing ways of working, saving time and cost and reducing waste and duplication.
- Development of robust processes and systems, capturing and reporting key HR performance metrics.
- Policy development – compliance, consistency and plain English template standardisation.
- Designing employee handbooks and managers’ tool kits.
- Supporting the management of investigations, grievances, disciplinaries, appeal and dismissal.
- Planning and managing change programmes e.g. restructures, redundancy and transformation.
- Designing and implementing a simple and effective performance development framework (appraisal).
- Managing unions and employee forum relationships.
Learning and Development
Design and / or delivery of the following, using traditional and non traditional methods:
- Personal development coaching.
- Bespoke training needs.
- Coaching and mentoring programmes.
- Supervisory, middle and senior management development.
- Senior leadership team development.
Culture and engagement
- Steering a high performance culture (Organisational Development).
- Optimising organisational and individual health and well-being.
- Promotion of equality and diversity in order to leverage skills and abilities, enhancing business performance.
- Managing staff satisfaction surveys and facilitating action plans for improvement.
- Developing flexible pay, reward and recognition schemes and benefits which promote high engagement.