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straight-talking HR
solutions to complex
workplace problems.

Trusted By Australia's Leading Brands

HOW CAN WE HELP?

Workplace Investigations & Complaints

OUTSOURCED HR SERVICES

HR STRATEGY & LEADERSHIP COACHING

HR policies, Processes & Training

Employee Relations & HR Compliance

ABOUT US

When the road gets bumpy and the wheels are falling off, the specialists at Red Wagon will get you back on track.

We deliver straight-talking HR solutions to complex workplace problems. Our expertise lies in organisational restructures and redundancies, role and wage classifications and compliance, workplace investigations, and negotiating enterprise agreements for productivity gains.

Find out how

Why Choose Red Wagon Workplace Solutions?

Rapid
Response

Unlike most big firms that can take 2 weeks to 2 months to have a senior consultant work on your case, we will have a senior consultant respond in 24 hours. You will have specialist, experienced consultants giving tailored bespoke advice for each unique situation.

Experts In Complex Investigations

When the unthinkable happens, you can rely upon our team of specialists to investigate, support and advise. Experienced with investigating matters such as sexual and physical assault, harassment and bullying, stalking, abuse of power, fraud & maladministration and more.

Senior, Experienced Consultants

Don't get palmed off to junior staff working off templated advice. You get senior, experienced consultants giving tailored, bespoke advice for each unique situation.

Practical, Real World Advice

Get battle-tested advice based on decades of experience with complex HR matters. Our team isn't relying on dated, templated advice ripped from a textbook. We know what works on the ground and can advise from that perspective.

We believe people
are the heart of your
business strategy
and key to your
business growth.

WHAT OUR CLIENTS SAY

"Susan Sadler, as CEO of Red Wagon, is extremely knowledgeable, very quick of understanding and very helpful, whilst at the same time, maintaining the utmost degrees of professionalism. She (and consequently the organisation that is Red Wagon) has in her heart the well-being and well-functioning of clients in ways that provide high levels of peace of mind. She is our first port of call-in regard to HR systems, specific HR queries, and high-level HR interventions e.g., dealing with complex staff issues and ongoing staff professional development. She also provides regular 'health checks' for Tabor, including one-on-one interventions with myself as CEO, which I personally find very valuable and empowering."
Johan Roux
Johan RouxChief Executive Officer
Tabor College
"The Adelaide Football Club is a dynamic environment in which we balance fairness and care for employees with commercial outcomes. When we need specialist IR advice, we trust Red Wagon to provide a practical approach to resolving issues, whether that is for employee disciplinary conversations, the conduct of investigations or terminations. Susan's combination of technical knowledge, straight-talking advice, and ability to balance risk and performance makes Red Wagon our first port of call for troubleshooting people issues."
Chris Wood
Chris WoodGeneral Manager, People Performance and Culture
Adelaide Football Club

INSIGHTS

When Should You Conduct a Workplace Investigation?

You should conduct a workplace investigation when you need defensible fact-finding to make a decisionfairly – usually because the allegation is serious, facts are contested, or there’s a policy/legal requirement to investigate. If you investigate everything, you create delays, escalate conflict, and lose trust. The ...

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Workplace Investigation Report: What It Should Include (and Why Yours Might Be Unusable)

A workplace investigation report should document the process, evidence considered, and the reasoningbehind findings so a decision-maker can act fairly and defensibly. A report that repeats statements and then jumps to conclusions is hard to rely on and increases organisational risk. Why the report is ...

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Workplace Bullying Investigation: What Good Looks Like (and What Commonly Goes Wrong)

A workplace bullying investigation is a structured fact-finding process to establish what occurred andwhether behaviour meets the organisation’s bullying definition and policies. It must be fair to bothcomplainant and respondent, evidence-based, and tightly scoped so it doesn’t become a general conflict review. Why bullying matters ...

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