Our clients

Industrial SME — custom B2B equipment, ~50 employees

Situation

A solid reputation and loyal teams, but a scattered HR function with no steering: informal processes (a risk for ISO 9001 certification), no HR metrics, a non-existent employer brand and legal red flags (working time, reviews, employee relations).

Action taken

Full HR assessment (compliance, mapping of processes and 'who does what'), exploration of the culture and employer value proposition through interviews with leaders, managers and employees, support to the leadership team and upskilling of the in-house HR team, then a prioritised action plan.

Result achieved

Assessment 95% complete in 5 months (15 people interviewed, 7 on-site visits). Individual situations resolved, recruitment and probation exits streamlined, compliance points secured (risk assessment document, template letters) and a shared roadmap to prepare the ISO 9001 audit.

Services company — field operations, ~20 permanent staff

Situation

Strong growth and headcount thresholds crossed, but HR structuring lagging behind: a heavy administrative load on managers, inconsistent contracts and pay, unmet obligations (reviews, inactive works council, disability employment obligation, outdated risk assessment) and manual HR tools.

Action taken

A 5-week immersive HR audit, cross-interviews with leadership / managers / support, analysis of contracts and pay gaps, legal safeguarding (contracts, mandatory reviews, preparing works-council elections, internal rules), scoping of an HRIS project and launch of a managers' forum with peer coaching.

Result achieved

A clear, costed workload plan: 10 HR workstreams identified (~33 days), from the HRIS to works-council elections. Major legal risks mapped and quantified, value-sharing and time-off schemes assessed, with an immediate start on HR support to managers and the tool migration.