Solutions
Ten ways we can help, and when each one makes sense.
Some owners come to us because something is going wrong. Others because the business has grown and HR has not kept up. Read the situations below. If one sounds like your organization, that is probably where to start.
How HR³ works
We listen first, then work with you to resolve it.
We talk with you, your managers and your team, and agree together what needs to change. We then stay with you until the change is part of how people work every day. You receive practical solutions, not a report left on a shelf.
Whatever the starting point, our aim is the same as yours: a steadier workplace and people who have good reason to stay.
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.
HR operations
MANAGE
Day-to-day HR administration, handled for you every month.
Talk to HR³ about MANAGEWhen this helps
Your HR person or administrator is stretched and routine work slips: records fall behind, leave is not reconciled, letters go out late, probation dates pass. MANAGE takes the routine off your team, to an agreed scope and standard.
HR administration is falling behind. Your HR person is also covering general administration, probation dates are missed, leave balances do not reconcile, and records are spread across several files and folders.
We take on the routine work: records, letters, leave, joiners and leavers, and contract and probation dates. We work to an agreed monthly schedule, with one named person you can call.
Records are accurate and current, deadlines are tracked, and your HR person has time for the people side of the role. A monthly report shows you what has been done.
What's included
- Employee records and personnel files
- Joiners, changes and leavers
- Attendance and leave administration
- Letters, contracts and HR documents
- Probation and contract dates tracked
- A monthly HR report
What this means in HR terms
Also searched as: HR administration · HR operations · personnel records · monthly HR support
- HR administration
- The day-to-day paperwork of HR, done for you every month.
- Personnel files
- Each employee's records and documents, kept up to date.
- Joiners, changes and leavers
- Onboarding and exit paperwork, handled on time.
- Attendance and leave management
- Leave balances and attendance records that match.
- HR letters and contracts
- Appointment, confirmation and other staff letters.
- Probation and contract tracking
- Reminders so no review or renewal date is missed.
- Monthly HR report (MIS)
- A short monthly report of your HR numbers.
Payroll
PAYROLL
Payroll that is accurate, on time and checked before anyone is paid.
Talk to HR³ about PAYROLLWhen this helps
Salaries are run from a spreadsheet that only one person understands. Overtime, advances and deductions are adjusted by hand, and the total is not independently checked before the bank transfer.
Payroll depends on a spreadsheet that one person understands. Overtime, advances and deductions are adjusted by hand, and errors tend to be found after the bank transfer has been made.
We prepare payroll from your attendance, leave and approved changes. A second person reviews it, and you approve it before any payment is made. We then issue payslips and maintain the monthly payroll register.
Pay is calculated by a consistent method and checked before release. Every figure can be traced, so if an employee or an auditor raises a question, there is a clear record to answer it.
What's included
- Employee pay records kept up to date
- Salary structures, allowances and deductions
- Attendance, leave and overtime fed into pay
- Bonuses, incentives and arrears
- Advances, loans and recoveries
- Income tax deductions
- EOBI, social security and other statutory contributions, where they apply
- Gratuity and final settlements (money owed when someone leaves)
- Payslips and the monthly payroll register
- A check and sign-off before payment, and a monthly report
Tax and statutory requirements change. HR³ confirms the current position with you before applying it to your payroll. For tax or legal questions, we recommend that you consult a qualified adviser.
What this means in HR terms
Also searched as: payroll outsourcing · payroll processing · salary processing · payroll services in Pakistan
- Payroll processing
- Working out each person's pay correctly, every month.
- Payslips and payroll register
- The individual payslips and the monthly list of everyone's pay.
- Salary structure
- Basic pay, allowances and deductions set out clearly.
- Income tax deduction on salary
- Tax calculated and deducted from pay.
- EOBI and social security contributions
- Government-required contributions, where they apply to you.
- Final settlement and gratuity
- Money owed when someone leaves.
- Payroll controls
- One person prepares, a second person checks, then it is approved before anyone is paid.
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.
When this helps
Managers were promoted for their technical strength and now need to lead people, or new systems need people who can apply them day to day.
A manager returns from a two-day training with good ideas. Within weeks, work is back to normal, because nothing in the role or the routine has changed to support what was learned.
We design sessions around your own roles and real situations, and we follow up in the weeks afterwards so that the learning is applied, not only attended.
Managers apply specific practices at work, and you can see the difference in how they handle their teams.
What's included
- Leadership and manager development
- HR skills for your HR team
- Learning built around real work
- Short workshops on one skill
- Team development
- Training tied to what the organization needs
What this means in HR terms
Also searched as: manager training · leadership development programme · HR training · corporate training in Pakistan
- Leadership and management development
- Programmes for owners, leaders and managers.
- HR training
- Skills for the people who run HR in your business.
- Workshops
- Short sessions on one skill, practised on real situations.
- Team development
- Training for a whole team together.
- Training needs analysis
- Finding what your people need to learn, so training matches the business.
Outsourced HR
OUTSOURCE
An extra pair of hands for HR, at the level you need.
Talk to HR³ about OUTSOURCEWhen this helps
You have somewhere between 20 and 150 people, and HR rests with one stretched person, or a team still building its experience. You want contracts, records, payroll inputs and people matters handled properly every month, with an experienced HR professional alongside you.
| What is included | Level 1HR SupportThe routine, handled | Level 2HR PartnerRoutine plus advice | Level 3Complete Outsourced HRYour whole HR function |
|---|---|---|---|
| The routine | |||
| Personnel files and records | |||
| Contracts and letters | |||
| Leave and attendance | |||
| Joiners, changes and leavers | |||
| Probation and contract dates | |||
| Advice and compliance | |||
| Advice for managers | |||
| Employee relations cases | |||
| Policies kept current | |||
| Compliance checked against applicable law, with audits | |||
| The whole HR function | |||
| Payroll | |||
| The performance cycle | |||
| Recruitment and training coordination | |||
| Leadership advice and monthly reporting | |||
Start at the level that fits today and move up as the business grows. The exact scope of each level is agreed with you in writing before we begin.
The company has grown, and HR still rests with one stretched person, or a small team that is still building its experience. You do not need a large department, but you do need more experience and capacity than you have today.
We become an extra pair of hands at the level that fits, with a named HR lead and a monthly report.
The work is done properly every month, with experienced support alongside you, and you can increase the level of support as the business grows.
What this means in HR terms
Also searched as: HR outsourcing · outsourced HR department · HR as a service · HR retainer
- HR outsourcing
- We run all or part of your HR work.
- Outsourced HR department
- A ready HR team without hiring one.
- HR retainer
- A monthly agreement for a scope agreed in writing.
- Service levels
- Three levels of support, so you pay for what you need.
Not sure which solution fits?
Start with HR³ CHECK.
Twenty-three questions, about five minutes, and a report that shows where to begin.