As a business owner or manager, you know that your people are one of your greatest assets. However, occasionally you might want some assistance in dealing with people related issues in your organisation.
Our services can be tailored to suit your needs whether that is an initial department set up and legal review, contracts of employment and a company handbook, advice on managing a particular issue, representation at a Rights Commissioner hearing or the full outsourcing of your HR function on both a temporary or ongoing basis. Our services fall into four broad categories as follows:
1. Ensure The Best Talent in the Right Roles
Purpose: We can help you attract a strong continual pipeline of talent into your business, ensuring expectations from both the employer and the employee are clear and agreed.
Specific activities include;
- Develop an attractive employer brand
- Ensure clarity in role responsibilities and person specifications
- Source and co-ordinate the best talent from websites, agencies etc.
- Create interview questions and schedule interviews
- Screen & select candidates
- Align people to correct roles, using psychometric assessments
- Manage the offer and contract stage
- Implement a thorough induction programme
- Promote diversity & inclusion throughout
- Initiate a positive experience at all points of contact with the company
2. Core HR Service
Purpose: Deliver a responsive HR service to the business, mitigating risk while demonstrating the culture and values.
Specific activities include;
- WRC audit preparation
- Contracts of employment and employee handbook
- Investigations and appeals for disciplinary, grievance, bullying & harassment issues
- Compliance with employment law
- Support a focus on health, safety and well-being of staff
- Utilise cloud-based solutions, where possible to improve the employee experience and increase efficiencies
- Advising & supporting managers to manage probations and ongoing development
- Create and utilise a bespoke performance development cycle
- Annually assess the total reward system to ensure it is fit for purpose i.e. salary, pension, health benefits, bonus, holidays
- Manage all employee issues & complaints (in line with Mission, Vision, Values)
- Support development of good people ‘norms’
- Advocate for ethical decisions & corporate social responsibility
3. Inspire your People to Care about your Business
Purpose: Inspire, motivate and support the development of your people’s individual potential to meet the current and future needs of your business. The most productive employees feel proud to work for your business and trust in you as an employer. We provide a variety of services, including psychometric assessments, which help you to understand what motivates your people and build trust.
Specific activities include;
- Support communications articulating mission, vision, values
- Concentrate on defining shared goals and interdependencies
- Understand individual motivators and strive to meet them
- Structure work aligned to individual strengths
- Negotiate time and space for employees to be effective
- Highlight positive achievements and celebrate success as a team
- Encourage a strong employee voice to be heard
- Respect feedback with action
- Develop a culture of regular, quality feedback accompanied by suggested actions
- Create development plans and follow through on staff development commitments
- Maintain correct resourcing skills to meet business needs
- Promote internally first, where possible
- Reward in a tailored way for maximum impact
- Take a supportive whole person approach to people management
- Create opportunities for social interaction
- Focus on equity in decision making
4. Implementing Change Initiatives to Drive Success
Purpose: For your business to grow, it must continuously learn from past experiences and improve practices. This function ensures agility in HR, questioning why and how we deliver value, seeking opportunities to reflect & learn, gathering stakeholder feedback and facilitating the implementation of change initiatives to drive success.
Specific activities include;
- Design the best organisational structure
- Continually review and improve two-way communication flows
- Facilitate workshops to support teamworking, shared learning, ideas
- Project manage new initiatives
- Maximise technology to report metrics & drive efficiencies
How it Works
How will it work if you choose to work with Aspire HR?
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|---|---|---|
| Briefing Management Meeting with Aspire HR | We draft an Action Plan and costing proposal based on our discussion | Employee and Management Meeting with Aspire HR |
| In this meeting, we discuss your goals – what you hope to change or improve as a result of this HR project. | An action plan is devised and discussed with management. Once agreed, contracts are issued and signed. | Introduction either to all or specific employees and management to implement the action plan. |
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|---|
| Briefing Management Meeting with Aspire HR |
| In this meeting, we discuss your goals – what you hope to change or improve as a result of this HR project. |
|
| We draft an Action Plan and costing proposal based on our discussion |
| An action plan is devised and discussed with management. Once agreed, contracts are issued and signed. |
|
| Briefing Management Meeting with Aspire HR |
| Introduction either to all or specific employees and management to implement the action plan. |
(A) Sample New Client Assessment Project
A typical example of a new client assessment includes a WRC Preparation Audit, employee survey and one-to-one staff meetings. In this scenario, once the project scope is agreed we will follow the stages below.
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|---|---|---|---|
| Employee and Management Meeting with Aspire HR | WRC Preparation Audit | Employee Survey | One-to-one meeting with each employee |
| In this meeting with all employees, we explain what we hope to achieve, why and how it will work. Employees are assured of full confidentiality at this meeting. | We will work onsite to review all current files, HR policies, processes and payroll information. | Employees are asked to complete a survey where they provide positive feedback, constructive criticism etc. | After studying the results of the survey, we have one-to-one meetings with each employee. They can air their views, concerns etc. in a confidential environment. |
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|---|
| Employee and Management Meeting with Aspire HR |
| In this meeting with all employees, we explain what we hope to achieve, why and how it will work. Employees are assured of full confidentiality at this meeting. |
|
| WRC Preparation Audit |
| We will work onsite to review all current files, HR policies, processes and payroll information. |
|
| Employee Survey |
| Employees are asked to complete a survey where they provide positive feedback, constructive criticism etc. |
|
| One-to-one meeting with each employee |
| After studying the results of the survey, we have one-to-one meetings with each employee. They can air their views, concerns etc. in a confidential environment. |
At the end of this project, the client will receive a comprehensive report detailing their compliance levels including specific action items and generalised feedback from their own teams on their current level of employee satisfaction and well-being and suggestions for how the working environment could be improved.
Our audit process is pragmatic and will collate the employee information into the necessary format while auditing the current processes. We can also physically create a personnel filing system for all staff, including hard and soft information, where requested. This ensures excellent value for money for our clients rather than simply adding to the to do list!
(B) Sample Contracts and Handbooks Project
All businesses are legally required to have a contract of employment for each staff member to reflect their current terms and conditions. In addition, staff must be provided with details of the company grievance procedure, disciplinary, bullying and harassment policies. Aspire HR can provide a range of comprehensive and tailored documents to meet this obligation in an effective and engaging way. When dealing with people, every issue goes back to the questions, what is in the contract or job profile? What does the policy say? Businesses will save themselves time, money and frustration in the future by getting the right building blocks in place as early as possible. If you are going to spend any money on your HR – spend it getting this right.
Our process
We initially review what is currently in place, often through the WRC preparation audit. If the current documents can be brought up to our standard with a few simple changes, we will simply edit the current documents and bill only for the time we spend. If new documents are required we will provide a costed solution for contract and handbook templates, job profiles, bespoke changes and training for the managers on how to use the documents. Taking the time to implement reliable HR documentation is a fundamental aspect of any HR system.
If requested, we can then populate the signed off templates for each staff member, liaise with each person to issue them, answer any queries and collect and file signed documents.
Our Fee Structure
Where clients require continuing support, we can work on ad-hoc projects or directly onsite a prescribed number of days per week/month as required. Contact us for a free consultation.
Our services and fee structure can be tailored to suit your needs. Broadly speaking this tends to fall into three categories as follows:
- Your personal Human Resource Business Partner (HRBP)
For a set fixed monthly fee, we will look after all your HR issues. We are available on the phone or via email and can be available for “on site” issues for a fixed amount of time each month if required.
- Ad hoc HR Support
This is where you can pay for what you get on your terms i.e. you are only charged for the time we spend advising you – this might be a 15-minute call one month or 14 hours of meetings the next month. We will agree an hourly rate for time used that is billed at the end of each month. A preferential annual rate card is available for clients who have completed HR projects with us.
- HR Projects
Conduct and oversee specific HR projects such as bullying & harassment or grievance investigations, contract and handbook templates, cost cutting programmes, implementation of performance management processes etc. The cost for these projects will be dependent on the scale, time required by the consultant and timescale for completion.