HR Services On-Demand for Growing Businesses
Growing businesses often find themselves in need of HR expertise but aren’t ready for a full time HR role in their business. Culture Collab provides the perfect solution with our fractional HR roles. We offer the flexibility and experience necessary to support your business’s evolving needs. Our services range from developing people strategies to fostering leadership and organizational design, ensuring your business scales effectively and sustainably.
HR IN YOUR POCKET
NEW: Packages For Medium-Sized Businessess
Role Clarity & One-On-Ones
$5000 + GST FOR UP TO 30 STAFF
WHAT TO EXPECT?
- Clarity of expectations
- Performance management
- Feedback and recognition
- Alignment and goal setting
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Organisational Purpose & Values
$4000 + GST
WHAT TO EXPECT?
- Guiding principles
- Employee engagement
- Recruitment and retention
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Staff Handbook Or Playbook
$5000 + GST
WHAT TO EXPECT?
- Understanding of expectations on conduct
- Information consistency
- Reference guide for managers and employees
- Risk management Cultural reinforcement
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These Packages Are For You If
- Your business lacks dedicated HR support.
- You want to increase employee engagement and business performance.
- You are spending too much time managing staff, facing high turnover, or undergoing change.
How Does It Work?
- Following a ‘best fit for each other’ call I conduct an initial assessment of your current state
- I will then provide a recommendation to you and your leadership team of phases and time investment required by managers and employees
- Refinement of the plan will then be pulled into a roadmap and communications approach which we can share with your people
- You and your leadership team will receive monthly programme updates as well as headline communications to share with your people
- All packages include 5 hours HR advice for you and your leadership team
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What We Bring To The Table
Strategic HR Planning
We can help you devise comprehensive HR strategies that align with your business goals – be that talent attraction and retention, vision and values development and so much more.
Leadership and Team Development
We can provide tailored learning and development programmes that deliver the necessary tools and skills for a high performing team. We utilise tools such as Emotional Culture Deck and DISC Behavioural Profiles.
Job & Organisational Design
As your business grows so does your team structural needs. We offer guidance on job and organisational design to ensure your structure supports your evolving business needs.
This Is For You If You
- Need strategic HR guidance without hiring full-time
- Are looking for flexible HR expertise as your business grows
- Seeking to develop a robust people strategy
Hi there, I’m Hayley!
I’m your local HR Consultancy that supports small and medium businesses with their HR and People & Culture needs. I have developed a series of HR on Demand packages that we can tailor to your business – just think of me as your HR Exec in your pocket! These packages are designed to be delivered as individual packages or grouped up and delivered concurrently. You can select the relevant ones for you and your team – In some cases we may recommend certain packages being delivered or simultaneously before others.
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Practical strategies and insights, empowering you as a Business Owner to address sensitive topics effectively.
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HR Solutions for Your Business
We understand that each business faces unique HR and people challenges. We are dedicated to providing HR solutions tailored to your specific needs. Whether you’re a small business seeking foundational HR support or a large enterprise in need of strategic people project management, our goal is to deliver practical and impactful HR solutions that add benefit and value to you and your people.
Frequently Asked Questions
Employment Relations
I have an employee causing problems and I need to deal with it, what do I do?
When there has been a serious employment incident or matter that you need to address its important that you follow a fair disciplinary process. Both you and the employee are obligated to act in good faith. This means you need to give the employee the information you have available before any meetings, the employees needs to have an opportunity to explain their view of the situtation – and you need to consider what they have said before you make any decisions.
I need to restructure my team, what do I need to do?
If you are looking at making changes to the structure of your team the number one rule is that you need to have a genuine reason for the proposed new structure. Once you are clear on the reason why you are proposing a new structure you need to put this forward to the team for them to provide feedback on – you also need to provide sufficient information that justify your reason. You also need to allow time for employees to consider your proposal and consider any feedback that they provide prior to confirming what your new structure looks like.
I need to fire one of my employees, what do I need to do?
If you have an employee that has done something so serious that you are considering terminating the employment relationship it is really important that a fair process is conducted. This includes writing to the employee with details of the allegations and that you are considering termination as a possible outcome of the process. You need to give the employee the opportunity to respond to your allegations – generally done in a meeting, where they are able to have a support person. Once you have formed your final decision it is prudent to give the employee a final opportunity to respond before confirming your decision. Navigating the dismissal process can be very tricky
I have two employees that are not getting along, what do I need to do?
As an employer you have an obligation to provide a safe workplace – when you have team members in conflict it is vital that this is addressed. How you address it depends on the situation. This could include mediated sessions or communication frameworks in the workplace. On the whole, people don’t generally come to work to be in conflict and getting to the underlying issues that sit beneath the conflict is crucial to getting to a successful resoltion.
I need to make a team member redundant, what do I need to do
Redundancy is in essence a restructure – where you need to be able to explain what you are doing and why with diestablishing the role, and then allow the employee time to consider and respond before you confirm any changes. Any notice period in your employment agreement applies. There is no redundancy payment provision required in NZ legislation
Employment Agreements & Contracts
What is the 90 day trial?
Any employer is able to include a 90 day trial clause in a new employees contract. During the first 90 days of employment you are able to dismiss without a reason. Trial periods are generally used to assess an employee’s performance and/or suitability for the job. There are some things that the Employer needs to get right upfront in order for the trial period clause to be successfully used, including making sure the clause is included in the employment agreeement, the employee has never worked for you before. It still important to note that regardless of the trial period you still have an obligation to act in good faith
Do you need to have employment agreements?
You are legally required to have an employment agreement signed prior to any work commencing – and there are some minimum clauses that you are required to have. The responsibility lies with the employer to ensure this is accurate and in place prior to any work being undertaken
What type of employments are there?
There are 3 types of employment – Permanent employment. This is where there is no fixed end date and employment ceases only when the employee resigns or a fair process is followed by the employer. Fixed Term employment – this is where employment is for a certain period of time for a genuine reason (such as seasonal work, maternity leave cover etc). Both fixed term and permanent employment have a guaranteed number of minimum hours per pay period agreed in the contract. Casual employment is where there is no on going or regular hours of work, the employer can offer the work, but the employee does not need to accept. Where a pattern of work for casual employees starts to exist you need to consider permanent part time employment instead.
Performance Management
One of my employees is not performing, what do I need to do?
The first step is to talk to your Employee and find out if there is something going on that can be be addressed. This is particularly important where they have previously been performing but now are not. Following your initial meeting to discuss your concerns – the next step would be a Performance Improvement Plan (PIP). A PIP should clearly outline the areas of concern, what improvement is needed, and what support the employee is being given. It is also important to include timeframes for the improvement. Following a PIP if performance has not improved then it may be time to consider disciplinary action
Why should we do performance reviews?
The purpose of a performance review is for an employee and their manager to sit down and reflect on the previous years performance and to look forward to goals for the next year. If you have performance concerns during the year you need to address them at the time, don’t ‘stockpile’ them up and wait for the end of year review – The golden rule of performance reviews No Surprises
What is a Performance Improvement Plan (PIP)
A PIP is where you are wanting an employee to improve their performance to an expected level. A PIP should clearly outline the areas of concern, what improvement is needed, and what support the employee is being given. It is also important to include timeframes for the improvement. Following a PIP if performance has not improved then it may be time to consider disciplinary action.
Other Services
What is a fractional or on-demand HR role?
A fractional or On-Demand role is perfect for organisations that need to have HR expertise on hand – but are not at a size that they need a full time person. Culture Collab offers flexible on demand solutions that aligns to the business needs. This could include on going monthly support that may ramp up or down depending on business activities and what outcomes the Business Owner may have for their people function. We can focus on key activities such has organisational culture, performance management, employee relations or help with development and execution on a people strategy that supports your business goals
What types of workshops do you run?
Culture Collab has experience running a variety of people related workshops including communications, emotional culture, values development, plan on a page, HR 101, workflow mapping, Leadership development and management essentials. We utilise different tools such as DISC profile and Emotional Culture Deck. All workshops are able to be tailored to align to the outcomes you as the Business owner might need
What is a People Strategy and why do I need one?
A people strategy is not dissimiliar to a business strategy or roadmap, but hones in your organisational culture and structure, people activities such as performance reviews, engagement survey tools, recruitment activities. And just like a business plan there are associated KPIs and goals along the way
What health and safety work do you do?
Culture Collab is able to develop a practical health & safety programme that works with your business requirements and legislation – each programme is tailored to meet the needs of the business. This programme inclues a policy, manual and template documents
What is an employee wellbeing programme?
Employee wellbeing refers to the overall health, happiness, and satisfaction of employees in the workplace. It covers:
Physical Wellbeing: Encompasses factors such as health, fitness, and safety, ensuring that employees have the resources and support to maintain their physical health.
Mental and Emotional Wellbeing: Addresses stress management, mental health support, and creating an environment that fosters emotional resilience.
Work-Life Balance: Encourages a healthy equilibrium between work and personal life, promoting flexibility and understanding of employees’ personal commitments.
Job Satisfaction: Focuses on factors contributing to job satisfaction, including meaningful work, recognition, opportunities for growth, and a positive workplace culture.
Developing an effective employee wellbeing programme does not need to be a huge undertaken and can have positive effects on your business including increased productivity, retention, and engagement coupled with reduced absenteeism.