HR³ Solutions
Consulting & Organization Build
Your business has grown, but its structure and HR foundations have not kept up.
We help establish clear roles, reporting lines, job descriptions, HR policies, processes and practical systems. We also work with you to resolve recurring organizational and people challenges.
For businesses that need to establish HR foundations, clarify organizational structure or resolve recurring people and process problems.
Includes organizational assessment, organization design, job descriptions, HR policies, SOPs, role clarity, accountability and implementation support.
Every engagement is scoped according to the organization’s needs. Deliverables, responsibilities, timelines and fees are confirmed before work begins.
When this helps
Something is not working, but it is unclear whether the cause lies in the structure, the managers, the people or the process. CHECK establishes the facts first, so your investment goes into the right fix.
Something is not right, but the explanations do not agree. People are leaving, deadlines slip, and each manager names a different cause. No one has yet looked at the whole picture.
We meet you, your managers and a cross-section of employees, individually and in confidence. We study how work actually flows through the organization, not only how the organization chart shows it, and we separate the symptoms from the causes.
A short, plain report: what is really happening, what to address first and what can wait. You decide your next step on evidence, not assumption.
What's included
- Conversations with you and your leadership team
- Review of structure and reporting lines
- Clarity on who is responsible for what
- Skills and capacity of the team
- How performance is set and reviewed
- How well HR processes work
- Employee views on working here
- The real reason the problem keeps coming back
- A findings report and a prioritised roadmap
What this means in HR terms
Also searched as: HR audit · HR health check · organizational assessment · HR gap analysis
- HR audit
- A review of how your HR is set up and run, compared with good practice.
- Organizational diagnostic
- A structured look at structure, roles, managers and processes to find what is not working.
- Gap analysis
- What you have today, compared with what you need.
- HR maturity assessment
- How developed each part of your HR is, scored across eight areas.
- Employee feedback
- What your people say about working in your business.
- HR roadmap
- The problems found, put in order of what to do first.
When this helps
The business has outgrown its foundations: the organization chart is unclear, job descriptions are missing or out of date, and policies are understood but not written down.
The business grew on trust and personal relationships, and that worked. Now there are more people and more branches. Reporting lines are unclear, job descriptions are missing, and offers and policies are communicated informally, so decisions differ from one manager to the next.
We design the structure around how the business needs to run, write job descriptions people can actually use, and document your policies in clear language, in English and Urdu where that helps. We then hand over to your team with the tools to maintain them.
Every employee knows their role, their manager and what is expected of them from the first day. Managers work from the same rules, so decisions are consistent and easier to explain.
What's included
- Who does what, and who reports to whom
- Job descriptions for every role
- Hiring plan
- HR policies and procedures
- Processes and forms from joining to leaving
- Performance review framework
- Simple routines for managers
- Day-to-day HR work set up and running
- Handover to your team
What this means in HR terms
Also searched as: HR set-up · HR policy development · organization design · employee handbook
- HR policy manual and employee handbook
- Written rules on leave, attendance, conduct and pay.
- Job descriptions (JDs)
- The duties and requirements of each role, in writing.
- Organization chart (organogram)
- A chart of who reports to whom.
- Organization design and role clarity
- Who is responsible for what, so nothing falls between people.
- Manpower (hiring) plan
- Which roles you need, and when.
- Employee lifecycle forms and SOPs
- The standard forms and steps from joining to leaving.
- Performance appraisal framework
- How goals are set and reviewed.
When this helps
The same issue keeps returning: overlapping responsibilities, a conflict that does not settle, a team that good people keep leaving. FIX addresses the cause, so the problem is not simply passed on to the next person.
A conflict between senior colleagues has gone unaddressed and the team is taking sides. Or a long-standing employee's performance has declined, and the conversation keeps being postponed because the relationship matters. In both cases, delay makes the matter harder to resolve.
We hear each person separately, establish the facts and the cause, and guide you through a fair, documented resolution. Where a matter has legal implications, we say so plainly and recommend that you take legal advice. Our guidance is HR practice, not legal advice.
A fair outcome, handled with respect and on record, and a clear approach your managers can follow the next time something similar arises.
What's included
- Finding and confirming the cause
- Restructuring where it is needed
- Clear roles and accountability
- Policies and processes that are not working
- Grievances, discipline and workplace conflict
- Performance concerns
- Aligning the leadership team
- Morale and engagement
- Seeing the change through
Where a matter involves employment law, HR³ gives HR guidance only and recommends that you take legal advice. Our guidance is not legal advice.
What this means in HR terms
Also searched as: employee relations · grievance handling · disciplinary process · workplace conflict resolution
- Employee relations
- Managing the working relationship between your staff and the business.
- Grievance handling
- A fair way to receive and resolve complaints.
- Disciplinary process
- The steps to take when conduct or performance falls short.
- Organizational restructuring
- Changing structure and roles where they are not working.
- Employee engagement and morale
- How motivated and committed your people feel.
- Leadership team alignment
- Getting your managers pulling in the same direction.
Not sure where to start?
Start with HR³ CHECK.
Assess your organization’s current position, identify priority gaps and decide where to focus first.