HR Health Check

Full HR review

  • A review of how you employ and manage your people
  • Contract templates, policies, onboarding and employee records checked
  • Award coverage and classification overview
  • Written findings, ranked by priority
  • Clear recommendations on what to do next

Start here

$950

credited if you engage us further

See what's included →

BUILD

Complete HR setup

  • Each package is designed and built for your industry and business
  • Lawyer-reviewed employment contract templates
  • Core workplace policies
  • Hiring, onboarding, probation and exit tools
  • Position description templates and manager training

Get set up

from $6,500

scoped down if you already have some in place

See what's delivered →

RUN

Outsourced HR support

  • A set number of senior HR hours each month
  • Hiring, contracts, onboarding and offboarding
  • Employee records and probation reminders
  • Day-to-day advice for owners and managers
  • Policy, award and pay updates

Keep it running

from $1,250

for four hours per month

See the options →

AUDIT

Modern award & payroll compliance audit

  • Award coverage confirmed for each role
  • Written classification records
  • Market salary benchmarking
  • Pay checked against minimum rates, overtime, penalties and allowances
  • Annualised salaries and contractor arrangements reviewed
  • Written findings and remediation priorities

Know your exposure

scoped per audit

priced before we start

See the audits →

FIX

Resolve employee matters

  • Initial assessment before you make a decision
  • A clear plan, scope and price
  • Performance and formal warning processes
  • Complaints and workplace investigations
  • Redundancy and termination processes
  • Fair Work claim support

Something's happened

from $1,200

based on complexity

See how FIX works →

GROW

People strategy for growth

  • Organisational design and workforce planning
  • EVP and recruitment strategy to attract talent
  • Performance, reward and pay progression frameworks
  • Learning, compliance and safety systems
  • HR software selection and setup

Ready to scale

quoted per project

shaped around your goals

Explore GROW →

• OUR SERVICES

The full breadth of HR expertise, scaled to what you need

We make the people side clear, so you can get on with the work you love.

A diverse group of five adults engaging in conversation during a meeting in a bright, modern office space with large windows, wooden shelves, and plants.

Most owners have a sense that their HR isn't quite right. Very few know which part, or which part actually matters. This tells you both, in writing, and a plan on how to fix it.

This is for you if

  • You employ people and nobody has ever looked properly at how you're set up.
  • You have documents, but you're not confident they'd hold up if they were tested.
  • Something happened that made you realise you were exposed.
  • You'd rather be proactive than caught out.
  • You're about to grow, and you'd rather sort this out before the next hire.

What we review

  • Employment contracts and letters of offer.
  • Position descriptions.
  • HR policies and procedures.
  • Onboarding and probation process.
  • Employee records and file completeness.
  • Payslips and payslip compliance.
  • Broad award coverage and classification overview.
  • Leave, superannuation and record-keeping obligations.
  • Workers compensation coverage.

How it works

  1. 1

    An overview of your business

    A conversation about how you hire, pay and manage people, by video or in person.

  2. 2

    We review what you have

    Contracts, policies, onboarding, records and broad award coverage, checked against what the law and good practice expect.

  3. 3

    You receive a written report

    Understand where your business stands, from contracts through to compliance, with every gap ranked by priority so you know what to handle now and what can safely wait.

  4. 4

    A plan to act on

    A working session to walk through the action plan and answer any questions you have.

All of it in your hands within a fortnight.

What isn't included

Fixing anything. This is a diagnosis. If something needs drafting, correcting or investigating further (such as a payroll audit), we scope and price it separately.

The Health Check maps out what your business needs. BUILD is where it becomes real

We build what the review identified, the contracts, policies and tools to run them, designed specifically for your business.

This is for you if

  • You've had a Health Check and want the gaps we found resolved.
  • You're making your first hires and want to start on solid ground.
  • Your contracts and policies are borrowed, out of date, or missing altogether.
  • You'd rather set it up once, properly, than keep patching as you go.

How it works

  1. 1

    We scope the build

    We start from what your Health Check flagged, or map it with you if you're coming in fresh, then agree exactly what gets built and what it costs.

  2. 2

    We build your documents

    Contracts, core policies, and your hiring, onboarding, probation and exit tools, designed specifically for your business.

  3. 3

    Our legal team reviews it

    Your employment contract templates checked and signed off, so they hold up if they are ever tested.

  4. 4

    We hand it over and train the team

    The full toolkit, plus a session so you and your managers know how to use it.

Your HR, set up once, and built to grow with you.

What isn't included

BUILD sets your foundations up right. Ongoing HR support, or fixing a live problem will be scoped under another package.

Once the foundations are in place, someone has to keep them running. The new hire, the contract that needs updating, the manager who needs a steer before a hard conversation.

RUN is that someone: A set number of senior HR hours each month, on call for whatever the week throws up, without adding a person to your payroll.

This is for you if

  • You employ a team but you're not big enough to justify a permanent or full-time HR hire.
  • Questions keep landing on your desk that you're not sure you're answering right.
  • You have a HR person in place, but they need additional support like leave coverage.
  • You've built your foundations and want them kept current, not left to drift.
  • You'd rather have a senior person on call than work it out yourself each time.

How it works

  1. 1

    We agree your hours

    A set number of senior HR hours each month, scale up or down depending on business needs.

  2. 2

    You use them however you need

    Hiring, contracts, onboarding and offboarding, a policy update, or coaching a manager before a tricky conversation. You choose the level of support you need.

  3. 3

    We keep your house in order

    Records, probation and pay kept current, so nothing slips or lands back on your desk.

  4. 4

    We're there when it counts

    Day-to-day advice for you and your managers, so decisions get made with someone senior in your corner. You have someone to call before you make a decision, not after.

The steadiness of an in-house HR lead, at a fraction of the cost.

Are you paying staff correctly? Underpayments are rarely deliberate, but issues can compound quickly and ignorance will not be taken as a reason for not complying.

AUDIT checks your pay against the awards that apply, role by role, so you can find any gaps on your terms.

This is for you if

  • You're not certain every role sits under the right award or role classification.
  • You pay annualised salaries and haven't checked the salary adequately covers the hours and allowances.
  • You use fixed-term, casual staff, or contractors and you aren't sure they'd hold up as contractors.
  • You'd rather find a pay problem yourself than hear about it from Fair Work.

What we cover

Choose one area or combine several. We scope the audit around the questions you need answered.

  • Award coverage - We confirm which modern award applies to each role.
  • Role classification - We compare the work performed against the award classifications to identify the applicable level and pay.
  • Pay rates and entitlements - We test the current pay against the minimum rates, overtime, penalty rates, loadings and allowances.
  • Annualised salaries - We check whether the salary covers the hours worked and the award entitlements that would otherwise apply.
  • Casual, fixed-term or contractor arrangements - We review how the arrangement operates in practice and identify indicators of possible misclassification.
  • Market salary benchmarking - We compare pay with similar roles to show where it sits against the wider market.

How it works

  1. 1

    We agree what needs checking

    One role or the whole workforce. We define the question, the scope and the price before we start.

  2. 2

    We gather the right information

    We ask only for the records relevant to the agreed audit, such as role descriptions, contracts, pay data, rosters or time records.

  3. 3

    We complete the agreed checks

    We test the information against the modern award, classification rules, pay requirements or market data relevant to the question you asked.

  4. 4

    We set out the findings

    You receive clear written findings: what is right, where the gaps are and what to address first.

A comprehensive payroll compliance audit, and a practical path if something needs fixing.

What isn't included

Building or fixing what the audit turns up. AUDIT tells you precisely where you stand on pay. If the audit flags additional work to remedy or correct findings, we'll scope it before we proceed.

One difficult employee matter can swallow your week and, handled badly, cost far more than the problem itself. FIX gives you exactly the level of support you need.

This is for you if

  • Something has landed that you've never had to deal with before.
  • A people problem has been sitting on your desk for weeks, quietly costing you.
  • You're about to make a decision you can't easily undo, and want it done right.
  • You'd rather have someone senior manage it than work it out under pressure.

What we cover

  • An employee who isn't performing.
  • A complaint, from bullying or harassment to conduct.
  • A workplace investigation.
  • Changing someone's role, hours or pay.
  • A redundancy or restructure.
  • Letting an employee go.
  • Support responding to an unfair dismissal or other Fair Work claim, with specialist legal representation brought in where needed.

How it works

  1. 1

    We assess it first

    We speak with you to get a clear understanding of the situation, we provide a recommendation to resolve the situation before you make any decision, so we start from the facts, not the panic.

  2. 2

    We agree the plan, roles and price

    We set out the approach, who will do what and the fixed price, so there is no ambiguity about what happens next.

  3. 3

    We support you, or lead it

    Stay in the lead with coaching, scripts, letters and someone beside you in key meetings. Or have us coordinate the matter end to end. You make the key decisions, but we keep the process fair, documented and moving.

The problem dealt with, quickly and with minimal disruption.

What isn't included

Building the systems that would stop it happening again. We'll let you know if there is a bigger gap to resolve. If the matter requires legal advice or representation, we'll flag it early and work alongside an employment lawyer.

Once the basics are solid, growth asks harder questions: How you attract the right people, keep them, and pay them fairly as the team gets bigger.

GROW builds the people function of a larger business: the systems, structures and strategy that turn a growing team into a well run one.

This is for you if

  • Your foundations are in place and the next challenge is scale, not setup.
  • You're hiring steadily and want recruitment and retention to keep pace.
  • Pay, performance and progression are handled case by case and need structure.
  • You want a people function that looks intentional, not improvised.
  • You're losing good people and don't have a clear picture of why.
  • You're considering investors or private equity, and need a people function that stands up during due diligence.

What we cover

The building blocks of a people function built to scale. We shape the mix around where you're heading.

  • Culture & Values - Defining what the business stands for and embedding it as the team grows, so your roots are preserved.
  • Organisational design and workforce planning - How your roles, teams and reporting lines are structured for where the business is heading.
  • Performance and reward - Performance frameworks, reward structures, and pay bands with clear progression.
  • Attracting talent - An employee value proposition and recruitment strategy that wins the people you want.
  • HR systems and technology - The right HR software, chosen and set up to run.
  • Learning and compliance - Learning and development compliance training or workshops.
  • Engagement and retention - Measuring how your people actually feel and acting on it, so you attract and keep the ones you want.
  • Leadership and manager capability - Equipping the people you promote to lead, not just do.
  • Succession and key-person risk - Identifying critical roles and future leaders, so the business isn't exposed when someone leaves.
  • Change Management - Bringing your people on the journey through transformation, new systems and growth.

How it works

  1. 1

    We start from where you're heading

    Your growth plans and goals first, so what we build serves where the business is going, not just where it is.

  2. 2

    We shape the priorities

    We choose the right mix from the areas above and sequence it around your stage, with the scope and price agreed before we start.

  3. 3

    We design and build it

    We put each piece in place, working alongside your team so it holds once we step back.

  4. 4

    We embed it

    Documented, handed over and ready to run, with your managers shown how to use it.

The people function of a bigger business, built proactively before you need it.

What isn't included

The everyday running of it, or fixing a live issue. GROW builds the systems and strategy. Keeping them running month to month is RUN, and handling a specific problem is FIX. We'll shape the right mix with you and price it before you commit.

Not sure where to begin?

Tell us about your business, where your people side is stretched and I’ll tell you how we can support you.

We’ll come back to you within one business day.