gotHR? for Organisations
Give your people access to their own HR person.
Independent HR guidance for employees, funded by your organisation.
Sometimes an employee needs help with work, but what they need isn’t counselling, legal advice or another policy to read. They need someone who understands how workplaces actually work. gotHR? gives employees private access to an experienced HR professional who can help them understand what’s happening, think through their options and decide what they want to do next.
Funded by your organisation. Used privately by your people.
The gap
There’s a gap in the support most employees have.
Internal People & Culture teams play an important role, but there are times when an employee isn’t ready to speak to their employer. EAP can be valuable when someone needs psychological or wellbeing support. Employment lawyers provide legal advice when a situation requires it. Career coaches can help with longer-term career direction. But there are plenty of ordinary work situations that sit somewhere between all of those things.
Starting or changing something
A new role, promotion, contract, salary negotiation, internal move or change in responsibilities.
It doesn’t have to be a crisis.
Preparing for a conversation
Feedback, performance discussions, flexible work requests, development conversations or something difficult they need to raise.
Sometimes the most useful thing is simply preparing properly.
When something feels off
Mixed messages, an unexpected meeting, changing expectations, a difficult working relationship or uncertainty about what is happening.
Work and life colliding
Parental leave, returning to work, caring responsibilities, flexibility or changes in personal circumstances affecting work.
Organisational change
Restructures, role changes, redundancy discussions, new reporting lines or significant changes to how work is done.
Making a decision
Whether to accept, negotiate, raise, respond, stay, move or simply wait and gather more information.
Sometimes the answer is a next step. Sometimes it’s a better question to ask. Sometimes it’s understanding what may be happening on the organisational side. And sometimes it’s simply being able to look at the situation more clearly.
Built from experience
Built from 15+ years inside organisations.
gotHR? was founded by Celia Hanna after more than 15 years working in HR across Australian and global organisations. Her background includes senior HR business partnering and work across employee relations, organisational change, performance, leadership, flexible work, parental leave and the many workplace situations that rarely fit neatly into one category.
Working inside organisations for that long gives you a particular kind of pattern recognition.
You understand what may be happening behind a decision, and what HR is likely to be considering.
You can recognise where an organisation may genuinely have constraints, and where there may be room to move.
You know what is fairly normal workplace process, and what deserves another question.
gotHR? makes that experience available directly to employees.
A clear place to think
Sometimes people need somewhere to think before they act. A conversation with gotHR? can help an employee separate what they know from what they’re assuming, understand the workplace context, prepare properly and decide what they actually want to do.
It isn’t there to tell them what they want to hear. And it isn’t there to create conflict between an employee and their organisation. It gives them something most employees rarely have access to: an experienced HR perspective that is theirs.
Context matters
Your workplace context. Their situation. An independent perspective.
Every workplace works differently. As part of an organisational partnership, gotHR? can become familiar with the policies, processes, benefits and support pathways relevant to your employees. That might include your approach to flexible work, parental leave, performance and development, workplace concerns, organisational change, employee benefits and escalation pathways. So when an employee says, “Here’s what’s happening,” the conversation does not have to begin with a generic explanation of how workplaces might operate.
There is already some understanding of how your workplace operates.
Your organisation provides the context.
The employee brings their situation.
gotHR? helps them make sense of the two.
Independence and confidentiality
Independent still means independent.
Employees know what is private.
Individual sessions are not reported back in detail.
Organisations know how the service works.
The practical arrangements are clear before the service begins.
Everyone knows where the boundaries sit.
Confidentiality, privacy, record keeping and disclosure are agreed upfront.
Reporting stays de-identified.
Any broader themes focus on usage, not the content of a person’s conversation.
Your organisation may fund access to gotHR?, but the individual employee conversation is their conversation. gotHR? does not become an extension of your internal People & Culture team and does not report the details of individual sessions back to the organisation. Clear arrangements covering confidentiality, privacy, record keeping, disclosure and any organisational reporting are agreed before the service begins. Where reporting forms part of the partnership, it can focus on de-identified utilisation and broader themes rather than the content of individual conversations.
What gotHR? is
A practical place to talk through work.
Independent HR guidance. A place to talk through workplace situations and decisions. Preparation for conversations employees need to have. An experienced perspective on how organisations and HR processes work. Another pathway within an organisation’s wider employee support offering.
What it isn’t
Not a replacement for your internal team.
It isn’t legal representation, counselling or psychological support, a workplace investigation, case management on behalf of the employee, or a replacement for the organisation’s People & Culture team.
If an issue would be better handled by an internal People & Culture team, EAP, lawyer, union, health professional or another specialist, that can form part of the conversation too.
A few ways organisations can provide access
Give people a private place to take their work questions.
Access can sit alongside the benefits and support you already offer. It can be designed around workforce size, existing benefits, organisational priorities and the support already available to employees.
Organisation-funded access
Provide employees with access to private one-to-one gotHR? sessions, funded by your organisation.
Subsidised access
Contribute towards the cost of sessions, with employees deciding whether and when they want to use them.
Access at particular moments
Offer gotHR? around parental leave and return to work, organisational change, career transitions or other significant workforce changes.
Resources + one-to-one support
Combine practical workplace education or employee resources with individual HR guidance when someone wants to discuss their own circumstances.
Add something genuinely different to the support you give your people.
Your employees already have questions about work. gotHR? gives them somewhere experienced, independent and practical to take them.
For People & Culture, Employee Experience, Wellbeing and Benefits teams exploring a more thoughtful way to support employees through the ordinary and complicated realities of working life. Let’s talk about what Employee Access could look like in your organisation.