Core HR Manager Core HR Consultant Core Payroll Core Health & Safety Core Recruiter Core Franchise
HR Health Assessment Employment Contract Review Engagement Surveys
About Core HR Testimonials & Case Studies Meet the Team
HR Solutions

Your very own HR consultant

Need to sort out a one-off HR issue but don’t have the time or resources?  Core HR Consultant services are the perfect HR support solution for small businesses.

What we do:

Core HR Consultant will help with any major or minor HR issue. We can also assist and advise your current HR team by providing you with one-off or fixed-term support for any HR project, challenge, issue or idea.

How it works:

We can help you manage any major or minor HR project. We can also assist your current in-house HR team with additional advice, support and resources. We pride ourselves on our expertise when it comes to human resources. Our goal is to offer the best HR consulting possible so you can get back to growing your business.

See how we can help

“I asked Core HR to assist me with some HR issues that were affecting my business. As a small business operator, I am not proficient in the legislation but am aware of the risks should we get it wrong. They quickly understood what our position was and offered sound advice and guidance to deal with the situation which ended with positive results all round. They responded quickly and even gave us a few pointers on how we could improve our processes in the future.  I’ll be using Core HR for advice and guidance in the future.”

-          Paul, Owner, Herne Bay Drycleaners

 

“I’d looked up some other companies online, but they were a bit slow to respond and they didn’t quite have what I needed. Core had the whole package I was looking for. They were fantastic – really quick responses and really clear in what we needed. They’re really good at making it simple. They have a wealth of knowledge. If you need something small to be drafted or written up, they’ve got someone for that. If you need some trickier legal HR advice, they’ve got that, too.”

-          Alice, Office Manager, AIM Altitude

 

EXAMPLES OF PROJECTS AND ISSUES:

Our Core HR consultants have experience across all aspects of HR. Some examples of where we may be able to assist you include:

STRATEGY

  • Create an HR or People Strategy to support your employees and complement your business plan

  • Conduct workforce planning to align the priorities of your business with your staff so that you meet your organisational objectives

  • Create your company’s mission statement and values

  • Provide salary benchmark insight reports

  • Conduct Employee Engagement Surveys

  • Scope Benefits and Recognition Programmes

STAFF TRAINING AND DEVELOPMENT

  • Create position descriptions, role profiles and KPIs

  • Conduct skills gap analysis reports and compile personal development plans 

  • Identify career pathways or succession plans

  • Provide leadership coaching for managers and staff training workshops

TALENT MANAGEMENT

  • Create a talent management and recruitment strategy

  • Analysis of staff turnover and retention

  • Bulk recruitment

  • Create comprehensive onboarding and induction programmes

 

CHANGE MANAGEMENT

  • Manage restructure or redundancy processes

  • Culture change programmes

  • System implementation of your payroll or HRIS system

ER/IR

  • Implement and monitor performance management plan

  • Conduct disciplinary meetings

  • Investigate complaints or grievances

  • Manage restructure or redundancy processes

  • Union liaison

Want to know more? Download our Consultant Brochure

 

Examples of Recent Projects

 VALUES PROJECT CASE STUDY:

ISSUE:  Poor results in the Employee Engagement Survey for communication, vision and leadership.

ACTION:  Identify the mission statement and values by conducting a series of workshops with employees and managers. Create communication and action plans to embed new values.

OUTCOME:  A strong understanding of the aims of the business and greatly improved vision, leadership and communication scores and feedback.

WORKFORCE PLANNING CASE STUDY:

ISSUE:  Excessive staff costs for retail stores affecting EBITDA of retail business.

ACTION:  Conduct sales and foot-traffic analysis, review rosters and contract commitments. Identify ideal roster, implement change plan to new roster. Consult and communicate with employees involved.

OUTCOME:  Reduction of 1,248 labour hours per store per annum, total cost reduction in excess of $25K. No adverse impacts (redundancy) for employees.

SALES PERFORMANCE CASE STUDY:

ISSUE:  Declining sales performance for two consecutive years and a new sales team.

ACTION:  Work with new Sales Manager to create sales targets. Realign sales territories to provide better fit to new resources. Create comprehensive KPIs relating to sales activities (conversion rates, new business, visit schedules, product gateways).  Create reporting framework on sales performance and pipeline. 

OUTCOME:  117% performance against prior FY sales performance. Decreased travel costs.

PAYROLL SYSTEM TRANSITION CASE STUDY:

ISSUE:  Dated and manual payroll system requiring an upgrade.

ACTION:  Research options and present solutions. Transition existing payroll data to the new system.  Conduct training with managers and employees on new electronic processes. Run dual payrolls to system test. Implement a new system. Troubleshoot any financial reporting requirements.

OUTCOME:  New payroll system with 50% less administration time for managers. Reduction of manual payroll corrections by 76%.

 

POSITION PROFILING CASE STUDY:

ISSUE:  Significantly dated position descriptions with inconsistent job responsibilities and position titles. Lack of clarity regarding competencies and skills required.

ACTION:  Review current and industry benchmark PDs, conduct interviews with managers on work streams and responsibilities. Survey employees on work activities. Compile standardised and tiered PDs and competency matrix specific to business. Create and implement communication and roll-out plan.

OUTCOME:  Clear and consistent PDs with comprehensive competency framework. Provide ability for company to create career pathways and conduct skills gap analysis.

 

RESTRUCTURE CASE STUDY:

ISSUE:  Outsourcing sections of software development lifecycle to external party.

ACTION:  Review existing positions and structures against outsource proposal. Create proposed new structure and PDs. Identify affected employees and conduct consultation. Enact restructure and assist with change management of operations.

OUTCOME:  Reduction of $195,000 costs per annum, redeployment of 30% of affected employees to alternative roles within network. No adverse claims regarding restructure.

Achieve your HR goals at a fraction of the cost of hiring internally.