Outsourced HR Support Without The Full Time Hires
Get the HR expertise your growing business needs, without the cost of an in-house team. From everyday people challenges to complex workplace issues, we help you reduce risk, stay compliant and focus on growing your business.
✅ Rapid response times from senior staff
✅ Plain English practical HR advice
✅ Policies & procedures library
✅ Urgent issue resolution when needed
✅ Ensure your business is HR audit safe
✅ Stop nasty HR surprises down the track
YOUR BUSINESS HAS GROWN.
BUT YOUR HR HAS NOT KEPT UP.
When your team is small, informal HR can work. You deal with issues as they come up, reuse old contracts and put off updating policies and processes.
But as the business grows, that gets harder to manage. There are more people, more compliance requirements and more pressure on managers to handle issues properly.
You can’t keep running the HR function as if you still have 2 staff.
If you do nothing, the risk of a big HR issue will only grow.
TOO BIG TO KEEP WINGING IT. NOT BIG ENOUGH TO HIRE FULL TIME HR STAFF.
Winging it was never your planned approach, but it worked fine in the early days when your focus was on building operations and winning work. Now it can be a legitimate threat to the ongoing growth and commercial success of your business.
But you’re in this awkward middle ground – full-time HR staff don’t make financial sense yet, but you also can’t afford to leave your HR foundations neglected.
WE HELP YOU WITH:
Day-to-day advice
Practical HR advice and a trusted sounding board for managers and leaders dealing with everyday people matters.
Performance management
Support with underperformance, probation, conduct concerns, warnings, performance improvement and difficult employee conversations.
Leave, absence, injury
Advice on absenteeism, personal leave, extended absences, medical information, workplace injuries, work restrictions and return to work.
Workplace complaints
Help to assess complaints and grievances, manage interpersonal issues and determine the appropriate process and next steps.
Psychosocial safety
Practical support to identify and respond to psychosocial hazards, workplace behaviours and emerging people risks.
Awards, classifications, pay
Guidance on Modern Award coverage, classifications, hours of work, allowances, overtime, leave entitlements and other employment conditions.
Policies and contracts
Preparation and review of workplace policies, employment contracts and variations to employment.
HR documentation
Drafting employee correspondence, letters, templates and other practical HR documentation.
Onboarding and probation
Support with offers of employment, onboarding, probation and setting new employees up well.
Employment changes
Advice and documentation for changes to hours, duties or employment arrangements, flexible work, restructures, redundancies, terminations and employee exits.
HR systems
Support to establish and maintain practical HR systems, employee records, workflows, document control and compliance processes.
Workforce planning
Support with workforce planning, role design, organisational change and other changes affecting your people.
WHAT OUR CLIENTS SAY
Tabor College
Kokatha Aboriginal Corporation
Adelaide Football Club
FREQUENTLY ASKED QUESTIONS
Is outsourced HR right for my business?
Outsourced HR is often a good fit for growing businesses that have moved beyond DIY, ad hoc HR processes, but do not yet need – or want – a full internal HR team.
It can also work well where HR matters currently sit with a founder, payroll officer, finance lead, operations manager or business manager who is already stretched.
As the business grows, people issues usually become more complex, time-consuming and risky. The real question is not whether you need “more HR”, but whether your current approach is still keeping up with the size, complexity and risk profile of the business.
How is outsourced HR more effective than hiring an HR Manager?
Hiring an HR Manager can be the right step for some businesses, depending on their complexity and environment. But one person cannot cover every HR need.
A single HR hire may be strong in recruitment, but less experienced in HR operations, performance management, Award interpretation, complaint management, governance frameworks or complex employee relations matters.
Outsourced HR gives a business access to broader expertise than one internal hire will usually be able to provide. It can also be more flexible, because the level and type of support can change as the business grows and its needs change.
Why can’t my Payroll or Business Manager do our HR?
Payroll and business managers are often critical to how a business operates, and they may already manage many HR administration tasks very well.
But HR is not just administration. As a business grows, HR starts to involve more complex issues: award interpretation, performance management, workplace complaints, conduct concerns, restructures, compliance risk, manager capability and employee relations. Those issues require judgement, process, workplace relations knowledge and confidence in how to manage risk. It is not always fair, or commercially sensible, to leave those matters with someone whose role was never designed to carry them.
What is the difference between outsourced HR and external HR support?
The terms are often used in similar ways. Outsourced HR usually refers to an ongoing arrangement where an external provider supports the HR function of the business. External HR support can be broader, and may include ad hoc advice, specific projects, issue-based support or senior escalation when something becomes more complex. For many growing businesses, the practical outcome is the same: access to experienced HR support without needing to build a full internal HR team.
How much does outsourced HR support cost?
The cost depends on the level of support required, the size and complexity of the workforce, and whether the business needs ongoing external HR support or help with a specific project. For many growing businesses, outsourced HR is a more flexible and cost-effective option than hiring a full internal HR team before the business is ready. The right level of support should reflect what the business actually needs: enough structure and expertise to reduce risk, without adding unnecessary cost or complexity.
What is included in outsourced HR and external HR support?
Outsourced HR support can cover both everyday HR advice and more complex workplace matters.
Support may include HR advice, employment contracts and documentation management, workplace policies, employee relations, performance management, conduct matters, award interpretation, compliance checks, manager coaching and support with difficult conversations. It can also include senior guidance when employee issues become more complex, sensitive or high-risk.
For some businesses, the priority is building stronger foundations. For others, it is having an external HR team available when issues arise. For many, it is both.
Can outsourced HR help us set up contracts, policies and HR foundations?
Yes. For many businesses, strengthening the foundations is the logical starting point.
That may include employment contracts, workplace policies, practical HR processes, compliance checks and a documentation and governance framework that supports better decision-making.
The goal is not to add unnecessary administration. It is to make sure the business has the structure, visibility and records it needs to manage people matters consistently, meet its obligations and avoid preventable surprises.
Can outsourced HR help with Fair Work, Modern Awards and HR compliance?
Yes. Outsourced HR can help you understand which workplace obligations apply to your business, where the risks are, and what needs to be fixed or documented.
HR compliance often becomes harder to manage as a business grows. Roles change, assumptions are carried forward, and it can be difficult for busy leaders to keep up with changes in workplace legislation, Modern Awards, Fair Work requirements and accepted HR practice.
External HR support can help with Modern Award coverage, classifications, employment conditions, pay and allowance questions, contracts, policies, documentation and practical compliance processes. Getting these issues right early can reduce the risk of underpayments, legal claims and difficult conversations later.
Can outsourced HR work with our accountant, payroll provider or internal team?
Yes. Outsourced HR often works best when it supports the people who already understand the business. That may include payroll providers, accountants, business managers, operations leads, administration teams or internal managers who are already involved in people-related processes. The purpose is not to replace those roles. It is to make sure they have access to the HR and workplace relations expertise needed to support better decisions, clearer documentation and stronger governance.
Contact Us
Get in touch. We’re here to help.
Our home is Adelaide, our reach is Australia wide. Drop us a line for an introductory discussion on how we can enhance your current HR function.