Fix the basics
People Operations
When the basics are broken, everything costs more. Fixing the processes, governance and ways of working so your organisation stops tripping over itself.
Cut the noise. Fix what matters.
Practical HR and People Operations support when the people side of the business has become harder to run than it should be.
Is your business ready for the Employment Rights Act 2025?
Free compliance audit across 10 domains. Unfair dismissal, zero-hours, fire and rehire, harassment duties and more. Takes under 10 minutes. You’ll get a risk-rated report with practical next steps.
Is this you?
Restructures, acquisitions, TUPE or site closures where getting the people side wrong creates tribunal exposure, regulatory risk or reputational damage.
Serious or sensitive situations where independence from the internal HR function matters.
Interim HR leadership needed quickly, without the time or cost of a permanent hire.
HR basics that aren’t keeping pace with growth, and the friction is starting to show.
Senior leaders who need a confidential space to work through difficult decisions.
An HR function that used to work but has outgrown its setup, and nobody is quite sure who owns what anymore.
Growing businesses
50 to 500 employees where the people function hasn’t kept pace.
Policies are out of date, processes are held together with goodwill, and nobody is quite sure who owns what. You need structure, governance and someone who has built this before.
Larger organisations with a specific problem
A messy TUPE. A restructure that’s gone sideways. An investigation that needs independence. An HR function that needs resetting.
You don’t need a consultancy. You need someone who has been in that room before.
Size isn’t the qualifier. Complexity is.
Where I come in
Here’s what the work usually looks like. The labels are tidy. The reality rarely is.
Steady leadership
Interim HR Leadership
Stepping in when an HR leader has left without warning, when the function has lost direction, or when leadership needs an experienced hand at the table during a difficult period. Typically 3–6 months with a clean handover built in.
The heavy stuff
Change, M&A and Employee Relations
Restructures, TUPE transfers, integrations and the complex ER that keeps leaders awake. The work where getting it wrong means tribunal exposure, reputational damage or a workforce that walks.
Clear direction
People Strategy
Cutting the plan back to what actually matters. Most people strategies are shelf documents that nobody looks at after the board deck. Yours should be short, clear and usable.
Calm & honest
Executive Coaching
Most senior leaders don't need more noise. They need someone who will listen properly, ask the hard questions, and not tell them what they want to hear.
Independent & impartial
Workplace Investigations
Allegations involving senior leaders, politically sensitive complaints, or situations where the internal HR team cannot lead the process. Investigations that hold up if the matter reaches a tribunal.
£500m
Acquisition integrated. 750 people, zero disruption to operations or service
28 pts
Team engagement increase in year one of a People Operations reset
£9m
Opex savings delivered across 100+ branch closures
£400k
Recruitment cost avoidance through reduced agency reliance
Not sure where your exposure is? Start with the ERA Audit.
10 domains. 40 questions. Under 10 minutes. Pick the areas that matter to you and get a scored breakdown with deadlines, risk ratings, and links to the right resources.
Ready to cut through the noise?
Sound familiar? Drop me a note and tell me what’s happening.
Or grab the templates and document packs to get your foundations right →