When should you call on us?
- Your organisation is growing and HR practices are no longer keeping up.
- Roles are unclear between management, line managers and HR.
- You have no written procedures for hiring, leave, discipline or departures.
- You want indicators to manage your headcount and payroll.
Our approach
- Organisational assessment
Interviews with management and line managers, review of HR practices and documents.
- Target organisation
Roles, decision-making channels and priority HR processes, defined with you.
- Formalisation
Procedures, job descriptions, document templates and monitoring indicators.
- Roll-out
Presentation to teams, support during the first months and adjustments.
Do you work with organisations that have no HR department?
Yes. We help lay the foundations (procedures, documents, responsibilities) and can add the outsourcing of certain tasks.
Do you write job descriptions?
Yes, with the line managers concerned, so that they reflect the reality of each position.
How long does an HR organisation engagement take?
Usually a few weeks, depending on the number of processes to formalise and the availability of your teams.
Paid leave
Length, absences treated as work, taking leave, non-deductible days, pay and indemnity in lieu at the end of the contract: the rules on paid leave.
Overtime
Definition, 100-hour quota, 30% and 60% premiums, night work and public holidays, maximum working hours and the payslip: the rules on overtime.
Internal rules
25-employee threshold, mandatory content, prohibited clauses, union delegates’ opinion, labour inspectorate review, filing and posting: the rules for adopting valid internal rules and imposing sanctions safely.
Let’s discuss your situation.
Tell us about your context so that we can define a scope of work and the next steps.
Assignments and deliverables are defined in a tailored proposal. The information presented does not constitute individual legal advice.