HR Support

I can now deal with the important task of creating work rather than worrying about staff issues

Outsourced HR support can offer small and medium businesses a cost effective way to manage their compliance with employment law.   For companies without a dedicated HR resource additional HR support can to help alleviate the burden of day to day issues like recruitment or absence management.  Even companies with an in house HR team may benefit from additional HR support for particularly complex or legally fraught areas like dismissal or restructuring. 

Our comprehensive HR support service is provided by a CIPD qualified and experienced HR professional (CV available on request) and is backed by legal experts to offer reassurance and support.  We believe our flexible service offers a cost effective and practical way of proactively managing employee relations to limit risk and exposure.

HR Support

We can offer advice and assistance with the following:

(click on the heading or scroll down for more information)

  1. Recruitment, selection and induction - right people, first time!
  2. Performance management
  3. Training and development
  4. Employee relations
  5. Redundancies, restructuring and TUPE
  6. "Family friendly" advice and guidance
  7. Absence management
  8. Pay and benefits
  9. Project work (including Contract and Handbook support)


1. Recruitment, Selection and Induction – right people, first time!

  • Scoping job roles and writing job briefs and person specifications
  • Writing adverts and advice on placement (local press, industry publications, websites)
  • Interview training - do's and don'ts - managing expectations of interviewer and candidate
  • Competency based interview question setting and/or interviewing with managers (attendance)
  • Setting presentation or task briefs for skill demonstration
  • Writing induction plans for new recruits – involving employees and gaining their buy in

2. Performance management – Keep on track!

  • Training on objectives setting – business and personal development – in line with company goals
  • Implementation of competencies frameworks
  • Format for ensuring useful 1-2-1 meetings and training on how to give feedback
  • Personal development plans – what should these look like and how should they be used
  • Devising and implementing annual appraisal meetings – best use

3. Training and development - Get the most from your employees!

  • Training Needs Analysis – where is the company going, what skills does it need to get there
  • Identifying development opportunities for individuals
  • Implementing training budgets – deciding how much and where to focus the spend and monitor it
  • Evaluate training – seek feedback and demonstration that training is being put into practise

4. Employee relations - Alleviate the burden with prompt action!

  • Investigations for disciplinary and grievance issues
  • Coaching managers through difficult or complex disciplinary and grievances at work
  • Conducting* and/or comprehensive note taking at disciplinary and grievance hearings
  • Hearing appeal meetings*
  • Ensuring completeness of documentation
  • Fully supported by Wheelers’ employment team for associated legal matters

5. Redundancies, restructuring and TUPE - Limit liability!

  • The consultation process – writing scripts, attending meetings, responding to queries
  • For leavers – writing CVs for leavers and offering interview training and practise
  • Fully supported by Wheelers’ employment team for associated legal matters

6. Family friendly advice and guidance – through maternity/paternity minefield

  • Practical advice on maternity and paternity policies, procedures and entitlements – do’s and don’ts
  • Advice on flexible working requests and associated meetings
  • Fully supported by Wheelers’ employment team for associated legal matters
  • Fully supported by Wheelers’ employment team for associated legal matters.

7. Absence management - Let's deal with it!

  • Advice on annual leave entitlements for both full and part-timers
  • Advice on a web based tool for recording absence and monitoring sickness levels
  • Return to work meetings and advice on absence management – getting to the root of the problem and pro-actively managing the issues
  • Fully supported by Wheelers’ employment team for associated legal matters

8. Pay and benefits - Recognize your staff

  • Advising on salary reviews, conducting benchmarking exercises and sourcing salary surveys
  • Advising on benefits for employees and costs of implementation and administration and advice on who to contact for e.g. childcare vouchers, private medical insurance, bike schemes, Give As You Earn schemes
  • Advice on simple bonus schemes to incentivise and reward employees

9. Project Work

  • Support and guidance on implementation of Contracts and Handbooks
  • Devising and conducting employee surveys – measuring employee opinion and engagement
  • 360 feedback and coaching – to develop employees or refocus problem employees
  • Team building – advice on structuring team away days and team development activities
  • Company values projects – Do we buy into them? Are they reflected in the work we do each day?

Legal Briefings

We also have easy to follow guidance on this and a range of topics here.

Employment solicitors

If you would like further information, please contact our employment solicitors Stacey Edgley at our Farnborough office or Mel McCrum at our Ash Vale office. Both are members of the Employment Lawyers Association.