Client: Mercona GB – a German owned business producing own brand health and beauty products. The sales and marketing function is based in the UK.

Challenge: When the new General Manager, Sally Woods, took over she wanted people processes for the business, and to put in place procedures for motivating, engaging and measuring staff.

How we solved it: First we implemented a competency framework – detailing expectations at each staff level, against the business requirements; because Mercona is very customer focused, we were able to tailor the framework accordingly. We then set up an appraisal system, including training of the management team.

Client: Caspian One – a recruitment business specialising in the banking and broadcasting sectors.

Challenge: Caspian already outsourced their HR to HR Solutions, but realised they needed help with a specific piece of work. Having recently appointed a financial controller, they recognised the need to re-organise the structure of the back office.

How we solved it: First we evaluated all the processes carried out in the back office, and identified there was duplication of effort. Having identified the key tasks and their impact on the business, we spent time with each member of the back office team.

Client: Alifabs – a design and manufacturing company specialising in the creation of complex product ranges for the construction, aviation and telecommunications industries.

Challenge: The business wanted a new Operations Director. They had never recruited at such a senior level before and knew it was vital to get the right person in such a key role. They considered handling it internally but discounted this primarily due to time constraints. They also dismissed using a recruitment agency because of cost, and the workload for the business.

How we solved it: Working with the management team we really honed down on the skills and characteristics needed for the role. From there creating a role profile enabled us to own the whole recruitment process for Alifabs.

Client: Shield Security – a security business offering static & mobile guarding, CCTV monitoring and security consultancy in the South of England.

Challenge: The business did not have HR expertise in house and so it fell on the MD to maintain contracts and keep up with legislation. An employment solicitor was used for specific HR issues, but this was proving unreliable due to availability and a lack of empathy with the business. Shield’s Managing Director, Bipin Joshi, was keen to ensure they remained legally compliant, make all the employment paperwork and procedures fit for purpose before moving on to developing staff.

How we solved it: Having run an HR health check we used a traffic light system to show Shield where there were concerns. We then worked with them to agree the priorities and put together a 12 month HR plan.

Client: AmberFin – a global business specialising in video conversion and transcoding for the broadcasting industry.

Challenge: The business wanted a new organisational structure put in place. AmberFin’s CEO, Jeremy Deaner, was clear that “people must be put first”, throughout the process. Any changes in personnel needed to be handled very sensitively, as the business has a strong reputation for looking after their people, which has enabled them to attract the best talent.

How we solved it: After consulting the senior team we provided advice on the structure of the business, ensuring changes were made to achieve the management goals and best results. Due to the global nature of the business we needed to work within a variety of country employment laws.

Client: Caspian One, a recruitment business specialising in the banking and broadcasting sectors

Challenge: As a result of dramatic growth the joint owners, Lee Barnett & Marcus Graziano, realised their HR practices and procedures were lagging behind. They were concerned that paperwork was out of date and wanted to make sure they were compliant with the latest legislation.

How we solved it: After an HR health check we set about ensuring all the relevant contracts of employment, policies and procedures were brought up to date in line with current HR guidance and best practice.

Client: The Dental Plan Administration Service (DPAS) – a UK based business providing branded dental plans to dentist surgeries.

Challenge: Support with an internal staff dispute. The HR Manager, Vikki Allam, contacted HRS4U to provided independent advice regarding a dispute between an employee and line manager.

How we solved it: We re-interviewed both members of staff and worked through a logical process in conjunction with DPAS’ HR staff to get to the root of the problem. When the cause was established the conflict was resolved quickly with no need for appeal or tribunal.