Sometimes, you just need an HR person too.
Running a small business doesn’t necessarily mean you need an internal HR team or an ongoing HR retainer.
But once you employ people, situations come up where it helps to have someone experienced to call.
Someone’s performance isn’t where it needs to be. An employee has raised a concern. You need to have a difficult conversation. Someone wants more flexibility. You’re hiring your first employee. Your business is changing, or something has happened and you’re thinking, I have absolutely no idea what I’m supposed to do here.
You don’t need to know the HR answer before you call HR.
I work with small businesses when something involving people needs a more experienced HR eye, whether that’s before a decision is made, before a conversation happens or once a situation has already become complicated.
That might involve preparing for a performance conversation, thinking through a flexible work request, responding to an employee concern, working through a change to someone’s role or simply sense-checking a decision before you make it.
The point isn’t to import big-company HR processes into a small business. It is to help you make considered decisions, handle people matters properly and know when something needs more specialised legal or professional support.
Hiring and getting the employment relationship started well
Performance concerns
Difficult conversations
Employee concerns and complaints
Flexible work and parental leave
Changes to roles or the business
More serious employee matters
I’ve spent more than 15 years working inside Australian and global organisations across employee relations, performance, organisational change, leadership, workplace policy and complex people situations.
I bring that experience to small businesses in a practical way that reflects the size and reality of the business in front of me.