HR Partner
Get a dedicated HR professional to help develop your entire HR strategy, using quantifiable HR metrics that are aligned with your corporate objectives.

Full HR audit and strategic planning
Dedicated HR business partner
HR Software implementation, training and administration
Annual planning linked to commercial objectives
Lean HR Services for Efficient Business Operations
We embed eight lean HR principles into your HR plan to help you prioritise your limited resources and focus on what matters most to your business.
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How can we help you grow your business with lean HR?
Reduce risk with the expertise to define and monitor HR metrics
Employee retention
Productivity
Employee Engagement
Diversity and inclusion
Automate tasks and reduce admin by 70% with HR software implementation
Remove paper based activities and manual administration tasks
Expedite employee onboarding experience
Develop an automated system to track employment activities, such as training completion and policy acknowledgement
Generate people related reports
Review current usage of the HR Software and make recommendations for improvement, or additional module roll out.
Attract high-quality talent and expedite new employee onboarding processes
Reduce the time to hire
Attract better candidates
Expedite the recruitment process
Ensure that the onboarding process provides a positive experience for new hires
Minimise the time it takes for new hires to become proficient
Attract high-quality talent and expedite new employee onboarding processes
Reduce the time to hire
Attract better candidates
Expedite the recruitment process
Ensure that the onboarding process provides a positive experience for new hires
Minimise the time it takes for new hires to become proficient
Boost productivity by supporting career development
Establish a regular and effective performance review process
Provide managers with training on how to hold effective conversations about performance, and employee development
Develop a framework for managing underperformance that aligns with job descriptions and service level agreements
Review monetary and non-monetary benefits whilst creating EVP
Boost productivity by supporting career development
Establish a performance review process that evaluates performance accurately
Provide managers with training on how to hold effective conversations about performance, employee development, and addressing areas of concerns
Develop a framework for managing underperformance that aligns with clearly defined job descriptions and service level agreements (SLAs)
Review monetary and non-monetary benefits while creating an EVP and embedding in organisations
Develop the HR Strategy that has the biggest impact on your business
Roll out a goal setting framework that aligns with overall business objectives
Establish a framework that promotes transparency, efficiency, and autonomy
Focus on improving HR areas that have the greatest impact
Create an HR plan with achievable goals
Develop the HR Strategy that has the biggest impact on your business
Roll out a goal setting framework that aligns to overall business objectives
Establish a framework that promotes transparency, efficiency, and autonomy
Improve HR areas that have the greatest impact on achieving business objectives
Create an HR plan with achievable goals
Automate tasks and reduce admin by 70% with HR software implementation
Effortlessly create your own employment contracts or choose from templates developed by our legal and HR teams, with our all-in-one HR software solution. Send HR documents electronically with paperless onboarding and save time.
Remove paper based activities and manual administration tasks
Expedite employee onboarding experience
Develop an automated system to track employment activities, such as training completion and policy acknowledgement
Generate people related reports
Review current usage of the HR Software and make recommendations for improvement, or additional module roll out.
FAQs
When should you consider an outsourced HR partner?
There are several situations in which an outsourced HR partner can be beneficial for a company. Here are some factors to consider when deciding whether to engage an outsourced HR partner:
- Limited HR resources: If your company has limited HR resources or no HR department, it may be beneficial to outsource your HR needs to an experienced HR partner. An outsourced HR partner can help you establish HR policies and procedures, manage employee relations, and ensure compliance with employment laws and regulations.
- Expertise and experience: If your company lacks HR expertise or experience, outsourcing to an HR partner can provide access to a team of HR professionals with specialized knowledge and skills. This can be especially helpful when dealing with complex HR issues such as employee benefits, compensation, and compliance.
- Cost-effectiveness: Outsourcing HR can be a cost-effective option for small and mid-sized companies that cannot afford to hire a full-time HR staff. With an outsourced HR partner, you pay only for the services you need, and you can scale up or down as your business needs change.
- Time savings: Managing HR can be time-consuming, especially for small business owners who wear multiple hats. By outsourcing HR, you can free up your time to focus on other important areas of your business, such as sales and marketing.
- Risk management: Employment laws and regulations are constantly changing, and non-compliance can result in costly penalties and lawsuits. An outsourced HR partner can help you stay compliant and reduce your risk of legal liability.
Ultimately, the decision to outsource HR depends on the unique needs and circumstances of your business. Consider your HR goals and challenges, as well as your budget and resources, when deciding whether to engage an outsourced HR partner.
What are the roles and responsibilities of an HR Partner?
Some common responsibilities of an HR Partner include:
- Recruitment and staffing: HR Partners are responsible for attracting, screening, and selecting the best candidates for job openings. This involves developing job descriptions, posting job openings, reviewing resumes, interviewing candidates, and making job offers.
- Onboarding and orientation: HR Partners are responsible for ensuring that new employees are integrated into the company culture and familiarized with policies and procedures. This includes coordinating orientation sessions, providing information about employee benefits and programs, and answering questions from new employees.
- Employee relations: HR Partners are responsible for managing employee relations and resolving workplace issues. This involves responding to employee concerns and complaints, providing guidance on HR policies and procedures, and fostering positive employee morale.
- Performance management: HR Partners are responsible for managing the performance of employees and providing feedback to managers. This includes developing performance improvement plans, conducting performance evaluations, and providing training and coaching to employees.
- Compliance and legal issues: HR Partners are responsible for ensuring that the company complies with federal and state employment laws and regulations. This involves staying up-to-date on changes in employment law, ensuring that the company’s policies and procedures are in compliance, and providing training to managers and employees on compliance issues.
- Employee development and training: HR Partners are responsible for identifying employee training needs and developing training programs. This includes creating and delivering training sessions, as well as evaluating the effectiveness of training programs.
- Compensation and benefits: HR Partners are responsible for managing the company’s compensation and benefits programs. This includes developing and administering employee benefit plans, conducting salary surveys, and analyzing compensation data.
Overall, the role of an HR Partner is to support the company’s business objectives by providing HR expertise and services that help attract, develop, and retain employees.
How does engaging a HR partner work?
For more than 30 years, we’ve been helping Australian businesses build more productive and profitable workplaces by delivering the confidence they need to grow and prosper.
Our team of dedicated HR partners are experts in their field. They are AHRI certified and are backed by a network of legal, payroll and HR software experts, which means they can offer a whole-of-business strategic HR service.
This first phase is about connecting you with your HR Partner – your main contact through implementation and success. Together, we’ll outline your business requirements, basic organisational information, and key project contacts moving forward.
What does the first 90 days look like?
Here’s what the first 90 days look like with your HR Partner:
Your HR partner highlights immediate issues that need to be addressed, such as compliance risks, policies and contracts, and potential people management challenges. This is your chance to set expectations, goals, and the next steps for your business.
Completing a HR-compliance questionnaire will determine key areas of concerns and risk. Using up-to-date employee data, contracts, policies, and procedures, you’ll receive an
in-depth audit of HR documentation and data with key recommendations for improving compliance.
Time to assess the results of your compliance report and HR health check. Workshopping with your HR Partner, they’ll assess your overall HR health, highlight potential issues, and detail priorities and recommendations based on clear HR metrics for improvements.
With a clear plan and roadmap for the future, your HR Partner will now have the insights to prepare your HR strategy – complete with milestones, key action points, responsibilities, and target dates outlining a roadmap for the next 12 months.
How many projects will a HR Partner deliver in the first year?
With a clear plan and roadmap for the future, your HR Partner will now have the insights to prepare your HR strategy – complete with milestones, key action points, responsibilities, and target dates outlining a roadmap for the next 12 month.
Projects, timelines and scope can be varied based on the client and their needs. Rest assured – our aim is to help you execute your HR Strategic Plan and meet the objectives of your business.
If you need help answering any of these questions, contact us today to speak to our team.
Hear from some of our HR clients
Enquire about our outsourced HR service today
Could your business benefit from an expert HR consultant? To get in touch with us, just fill in the enquiry form, and a member of our team will reach out soon.