What does a HR retainer actually look like?

Emily explains all in this helpful video walking you through a typical month working together.

The wake-up call: Sometimes being "helpful" isn't enough when legal compliance is on the line.

Your office manager is probably amazing at what they do. But employment law changes, tribunal cases create new precedents, and one misstep can cost you thousands.

15 years later, 200+ businesses supported, and I still get excited about helping owners like Denise focus on what they do best.

To every SME owner reading this: Your people challenges are valid, they're common, and they're solvable. You don't have to figure it all out alone.

Most business owners are handling HR in ways that are actively harming their business, their team, AND their mental health.

• Creating contracts when you're not an employment law expert?
• Managing difficult staff situations without proper training?
• Trying to keep up with ever-changing regulations yourself?

You don't need another HR policy manual or employee handbook. You need someone who understands the emotional weight that comes with managing people in your business.

Strategic HR foundations can enable recruitment agencies to achieve both commercial success AND create a culture people actually want to be part of. Rich's agency proves that revolutionary thinking backed by robust people systems can transform an entire business approach.

Appraisals aren't about judgment. They're about preparation for success.

The Client results speak for themselves. This time around, the appraisals were slick, efficient, and productive. There were no surprises because ongoing dialogue had addressed issues as they arose. The conversations could focus entirely on development and future growth rather than rehashing past problems.

If you're spending precious hours wrestling with employment legislation, handling delicate staff issues, or creating policies that may not even be compliant, are you really saving anything?

What actually happens when you try to be your own HR department is that you dilute your effectiveness. You become a reactive business owner constantly putting out people-related fires instead of focusing on strategic growth.

Imagine having:

* Clear policies that prevent misunderstandings
* Structured onboarding that sets employees up for success
* Regular feedback systems that address issues before they become problems
* Compliant practices that protect your business from legal headaches