HR³ Solutions
People & Performance
You need stronger hiring, more effective managers and a clearer approach to performance.
We help improve recruitment, role clarity, performance management, leadership capability and practical workplace learning.
For businesses that want to improve hiring, management capability and employee performance.
Includes recruitment, onboarding, performance frameworks, KPIs, leadership support, manager development and practical training.
Every engagement is scoped according to the organization’s needs. Deliverables, responsibilities, timelines and fees are confirmed before work begins.
When this helps
Hiring takes too long, strong candidates drop out, or new hires leave within a few months. PEOPLE starts from roles the business has clearly defined, so every hire is for a real job.
Hiring relies largely on references and personal networks. Some of those hires work out well. Others leave within a few months, often because the role was never clearly defined.
We first agree what the job requires and what good performance looks like. We then search, interview and shortlist against that standard, and we tell you plainly when a candidate is not the right fit, including when they come recommended.
Hiring decisions rest on the requirements of the job, not only on the introduction, and new employees are more likely to settle in and stay.
What's included
- Recruitment for individual roles
- Specialist and hard-to-fill roles
- Senior and executive search
- High-volume hiring
- Recruitment run for you, in full or in part
- Retention and employee-fit concerns
- Hiring matched to your structure and roles
What this means in HR terms
Also searched as: recruitment services · hiring · talent acquisition · executive search · recruitment outsourcing
- Recruitment and selection
- Finding, interviewing and choosing the right candidates.
- Talent acquisition
- Planning and filling roles, including hard-to-fill ones.
- Executive search
- Finding senior leaders.
- High-volume hiring
- Filling many roles at once.
- Recruitment outsourcing (RPO)
- We run all or part of your hiring for you.
- Employee retention
- Keeping the good people you hire.
When this helps
Targets exist, but ownership, feedback and follow-through do not. Strong and weak performance are treated much the same, and reviews feel like a formality.
Increments are given in much the same way to everyone, whether performance was strong or weak. Reviews are a form completed once a year, and your strongest performers cannot see that their effort makes a difference.
We agree a small number of clear goals for each role, set up review conversations that are honest and constructive, and help you link rewards to the results and behaviours you value.
Employees know what is expected, good work is recognised, and you can explain each increment decision with confidence.
What's included
- Measurable targets (KPIs) for each role
- Goal setting
- Review cycles
- Skills needed for each job
- Making sure all managers rate fairly, the same way
- Plans to help someone who is falling short
- Regular check-ins on who is ready to grow
- Career paths
- The link between performance and reward
What this means in HR terms
Also searched as: performance management · performance appraisal · KPI setting · goal setting
- Performance management
- The yearly cycle of goals, feedback and reviews.
- KPIs (key performance indicators)
- Measurable targets for each role.
- Performance appraisal
- The formal review of how someone did.
- Rating calibration
- Checking that all managers rate people to the same standard.
- Performance improvement plan (PIP)
- A clear plan to help someone who is falling short.
- Talent review (9-box grid)
- A simple way to see who is ready to grow.
- Career paths and reward
- How growth and pay link to results.
When this helps
Every decision still comes to the owner, or newly promoted managers find it difficult to lead people who were their colleagues until recently.
A strong individual contributor has been promoted into management. They continue to do the team's work themselves, and decisions still come to you. Leading people is a different skill from doing the job well, and nobody has helped with that step.
We work one to one with you and your managers on delegation, feedback and difficult conversations, and we hold a regular check-in with you on how the people side of the business is progressing.
You spend less time on daily firefighting and more on direction, and your managers grow in confidence in the role.
What's included
- A sounding board for the owner or CEO
- An aligned leadership team
- Support for first-time managers
- Delegation and accountability
- Difficult conversations
- Support through rapid growth
- A part-time HR head for your leadership team
- A monthly people review with leadership
What this means in HR terms
Also searched as: leadership coaching · executive coaching · manager development · part-time HR head
- Leadership coaching
- One-to-one support for owners and CEOs.
- Manager development
- Help for first-time managers to lead, delegate and give feedback.
- Delegation and accountability
- Handing work over and owning the result.
- Leadership team alignment
- Getting the leadership team to agree on priorities.
- Fractional (part-time) head of HR
- HR leadership for your team without a full-time hire.
- Monthly people review
- A regular leadership meeting on people issues.
Leadership development, manager capability, performance and everyday people management, built around your own roles and real workplace situations.
Not sure where to start?
Start with HR³ CHECK.
Assess your organization’s current position, identify priority gaps and decide where to focus first.