HR consultancy
A working HR function without building one. We run recruitment, policy, payroll and compliance as an outsourced service — or set the systems up and hand them to your team.
The problem
Most growing companies do HR twice: badly, then again properly.
An owner hires through referrals, writes contracts from a template found online, and runs payroll from a spreadsheet. It works until the company reaches thirty or forty people — at which point the contracts do not hold, the payroll is wrong, and nobody knows who approved which leave.
Human resource outsourcing exists to skip that stage. We take the day-to-day HR load off the management team, put defensible systems in place, and leave you with records that survive an audit and a dispute.
What is included
Take the whole function, or just the part that is failing.
Engagements are scoped per service. You are not required to take all five.
Recruitment and talent acquisition
We identify, attract and recruit qualified professionals who match the role and the organisation — job description, sourcing, screening, structured interviews, reference checks and onboarding. You see a shortlist, not a pile of CVs.
HR policy and compliance
Employee handbooks, contracts of employment, workplace procedures, grievance and disciplinary process, and compliance with Pakistani labour law. Written so a manager can apply them without calling a lawyer.
Payroll and employee management
Payroll processing, statutory deductions, attendance and leave tracking, employee records, confirmations, transfers and exits. Monthly, on a fixed calendar.
Performance management
Appraisal cycles, KPIs, probation reviews and development plans. Built around what your managers can realistically run, not a framework copied from a multinational.
Organisational development
Structure, reporting lines, job grading and compensation bands — the groundwork before a company doubles in size.
Training
Workshops for managers and staff on the systems we install, so the handover does not quietly fail three months later.
How an engagement runs
Four stages, in this order.
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HR audit
We review what exists: contracts, payroll, records, policies and the open problems. You get a written finding of what is non-compliant and what is simply not working.
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Scope and fee
An agreed scope, timeline and fixed fee. If part of the work is better done in-house, we say so and take it out of the scope.
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Build and run
We put the systems in — contracts, handbook, payroll calendar, appraisal cycle — and operate them as long as you need us to.
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Handover or retainer
Either we train your team and hand the function over, or we keep running it on a monthly retainer. Your choice, reviewed annually.
Who this is for
Organisations between 10 and 500 people
Companies with enough staff that informal HR has stopped working, and not enough to justify a full department. Also employers who have an HR team but need a specific piece built — a grading structure, an appraisal cycle, a compliant handbook.
Who it is not for
Anyone looking for a body shop
We are not a CV-forwarding service. If you want volume placement at the lowest possible fee, there are cheaper firms and you will be happier with one of them.
Common questions
HR consultancy, answered.
Do you replace our HR manager?
Usually not. Most engagements support an existing HR person by taking the specialist work — policy, grading, compliance — off their desk. Where there is no HR manager at all, we can run the function until you are ready to hire one.
How is recruitment charged?
Either a percentage of the hired candidate's annual package or a fixed fee per role, agreed before we start. Whichever it is, it is written into the scope document.
Will our employee data stay confidential?
Yes. Payroll and employee records are handled under a confidentiality agreement signed at the start of the engagement, and access is limited to the named consultants on your file.
Can you work with our existing payroll software?
Yes. We work in whatever system you already use. If you do not have one, we will tell you what is worth buying at your size — often nothing yet.
Tell us what you are trying to do. We will tell you what it takes.
A first consultation is free and specific: the documents, the timeline, the cost, and whether we are the right firm for it.