Services
Procured separately, these leave you with a recruitment partner who has never seen your HR data, and a training provider designing programmes against gaps nobody has measured.Strategic
Recruitment
WHAT IT IS
Technical, specialist and leadership recruitment across disciplines where the qualified pool is small and the assessment is deeply technical. We scope the role against your structure first, then assess candidates against that scope by people who have worked the discipline.
WHEN TO BRING US IN
Any technical, specialist or leadership appointment in the disciplines we cover, planned or urgent. A project won and a team that has to be built and mobilised against a contractual date. Succession on a leadership position, addressed before it falls vacant. A previous appointment that did not hold, where nobody has established why. A critical role open long enough that delivery is slipping.
WHAT YOU GET
A recruitment process built on a real brief, a shortlist you can defend to your board, and an honest read on the risk in each candidate, including what would make each of them leave you.
HR Advisory
and Support
WHAT IT IS
An outsourced HR function where headcount does not yet justify a permanent department, and additional capacity where an existing team is operating at its limit.
WHEN TO BRING US IN
Ongoing HR support where headcount does not justify an internal department. A restructure that has to be procedurally correct as well as fair. Employee relations being handled differently on every site. Payroll that is late, incorrect, or resting entirely on one person.
WHAT YOU GET
Guidance on structure, policy, contracts and employee relations, grounded in South African labour law. Payroll processed accurately and on schedule, with the reporting your finance team needs and the statutory submissions handled.
Training and
Capability Building
WHAT IT IS
Where the capability gap is closer than a hire can reach, we scope the intervention and appoint the specialist partner to deliver it.
WHEN TO BRING US IN
Technical specialists promoted into management without the training the new role requires. A capability gap that hiring will not close fast enough. A strong technical appointment who needs three weeks on your systems and no budget line to cover it. A succession plan that depends on people who are not yet ready.
WHAT YOU GET
A defined scope, the appropriate delivery partner, and an agreed measure of the capability shift expected.
Workforce
Analytics
WHAT IT IS
Measurement of attrition, regretted attrition, cost per hire, time to productivity and single-point-of-failure risk across your critical roles, benchmarked and reported against your governance cycle.
WHEN TO BRING US IN
Board questions on people cost that HR cannot answer with confidence. Attrition that is assumed to be high with no baseline established. A workforce plan being built on instinct. A reporting obligation that requires figures your systems do not produce cleanly.
WHAT YOU GET
A defensible baseline, reporting aligned to your board cycle, and interpretation, because the number matters less than knowing which lever moves it.
Employee
Wellbeing
WHAT IT IS
Advisory support where sustained operational pressure is showing up in your absenteeism, presenteeism and regretted attrition, with referral to qualified practitioners where clinical intervention is warranted.
WHEN TO BRING US IN
Absenteeism climbing with no cause established. Capable people resigning without a competing offer. An incident affecting a team, with no structure in place to respond. An existing wellbeing benefit that almost nobody uses.
WHAT YOU GET
A diagnosis of the underlying drivers, the structural changes available to you, and referral where clinical intervention is warranted.