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People & HR Advisory

HR Services
& Advisory

Practical HR support, people leadership, and organisational advice — matched to each business's stage and needs. From everyday employee operations to strategic people leadership.

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Four ways to work with Kriate

Managed services and outsourced HR can sit within the same offering family. Fractional CHRO and HR Advisory can be purchased independently or added to either model.

Managed HR Services

Ongoing delivery of defined HR processes, with agreed service levels and reporting.

"We need reliable support to run specific HR activities."

Outsourced HR

Responsibility for all or a substantial part of the HR function, combining operations, employee support, and management guidance.

"We need an HR function without building a full internal team."

Fractional CHRO Services

Senior HR leadership on a retained, part-time basis, working with founders, CEOs, and leadership teams.

"We need experienced people leadership as the business grows or changes."

HR Advisory

Specialist advice and project delivery to solve a defined people or organisational challenge.

"We need expertise to make a decision or implement a change."

Service Offerings

What Kriate delivers

Twelve service areas spanning the full scope of HR — from operational foundations to strategic people leadership. Each can be scoped individually or combined within an engagement.

01

HR function setup and management

Build and operate an HR function suited to the business.

  • Assess current HR practices and identify priorities.
  • Establish HR policies, processes, calendars, and approval workflows.
  • Define responsibilities between Kriate, internal HR, managers, and leadership.
  • Manage employee records, HR documentation, and routine employee queries.
  • Provide HR dashboards and periodic management reviews.
Typical outputs: HR diagnostic, operating roadmap, policy handbook, process guides, and monthly HR dashboard.
02

Employee lifecycle management

Create consistent experiences from joining through exit.

  • Offer documentation and pre-joining coordination.
  • Onboarding, induction, and probation management.
  • Transfers, promotions, role changes, and employee documentation.
  • Leave and attendance administration.
  • Exit coordination, exit interviews, and offboarding.
Typical outputs: Lifecycle workflows, onboarding plans, employee letters, and exit insights.
03

Talent acquisition and workforce planning

Help businesses identify, attract, and organise the talent they need.

  • Workforce and hiring plans.
  • Role definitions, job descriptions, and competency requirements.
  • Recruitment process design and hiring coordination.
  • Candidate assessment frameworks and interview guidance.
  • Employer branding and employee value proposition development.
  • Recruitment delivery, where included in the engagement.
Typical outputs: Workforce plan, job descriptions, interview scorecards, and recruitment dashboard.
04

Payroll, benefits, and compliance coordination

Support accurate administration and organised compliance processes.

  • Payroll input preparation, validation, and vendor coordination.
  • Benefits administration and employee communication.
  • Compliance calendars and documentation tracking.
  • Coordination with payroll, legal, and statutory compliance specialists.
  • HR process audits and corrective action tracking.
Typical outputs: Payroll input controls, benefits register, compliance tracker, and audit action plan.
05

Performance management

Build systems that make performance visible and actionable.

  • Goal-setting frameworks and KRA/KPI design.
  • Performance review cycles and calibration processes.
  • Manager capability building for performance conversations.
  • PIP design and implementation support.
  • Linking performance outcomes to rewards and development.
Typical outputs: Performance framework, review templates, calibration guide, and manager toolkit.
06

Learning and development

Build capability at individual, team, and organisational levels.

  • Learning needs analysis and capability gap mapping.
  • L&D strategy and annual learning calendar.
  • Programme design and facilitation.
  • Leadership development and coaching.
  • Vendor selection and learning effectiveness measurement.
Typical outputs: Capability map, L&D plan, programme designs, and effectiveness metrics.
07

Compensation and rewards

Design reward structures that are fair, competitive, and sustainable.

  • Compensation benchmarking and market analysis.
  • Pay structure and grade design.
  • Variable pay and incentive scheme design.
  • Benefits review and total rewards communication.
  • Salary review process management.
Typical outputs: Compensation benchmarks, pay bands, incentive plan design, and total rewards statement.
08

Employee relations and grievance management

Maintain a fair, consistent, and legally sound employee relations environment.

  • ER policy design and manager guidance.
  • Grievance and disciplinary process management.
  • POSH compliance and IC support.
  • Separation management and documentation.
  • ER risk assessment and corrective action.
Typical outputs: ER policy, case management log, POSH compliance tracker, and separation documentation.
09

Culture and engagement

Build a workplace where people understand expectations and choose to contribute.

  • Culture diagnostics and engagement surveys.
  • Values articulation and culture design.
  • Manager effectiveness programmes.
  • Recognition and communication frameworks.
  • Action planning and culture change support.
Typical outputs: Culture diagnostic report, engagement survey results, values framework, and action plan.
10

Organisation design and restructuring

Align structure, roles, and accountabilities to business strategy.

  • Organisation design assessment and options development.
  • Role clarity and accountability mapping.
  • Restructuring planning and implementation support.
  • Span of control and reporting line review.
  • Change communication and transition management.
Typical outputs: Organisation design options, RACI, restructuring plan, and communication guide.
11

HR technology and systems

Select, implement, and optimise HR technology suited to the business.

  • HRMS needs assessment and vendor evaluation.
  • Implementation planning and project management.
  • Data migration, configuration, and testing.
  • User adoption and training.
  • Ongoing system administration and optimisation.
Typical outputs: HRMS selection report, implementation plan, configuration guide, and training materials.
12

People analytics and HR reporting

Turn HR data into insight that supports business decisions.

  • HR metrics framework and dashboard design.
  • Attrition, headcount, and cost analytics.
  • Workforce planning data and scenario modelling.
  • Management reporting and board-level people summaries.
  • Data quality improvement and HR audit support.
Typical outputs: HR dashboard, attrition analysis, workforce plan data, and management report.

Structured packages for common needs

Pre-configured combinations of services for businesses at different stages. Each can be adjusted to fit the specific context.

HR Foundations

HR function setup, policy handbook, lifecycle management, and compliance calendar.

Businesses building their first HR function.

HR Operations

Full employee lifecycle, payroll coordination, ER support, and monthly HR reporting.

Growing businesses needing reliable day-to-day HR.

HR + Performance

HR Operations plus performance management system design and implementation.

Businesses ready to build a performance culture.

Full HR Partnership

Comprehensive HR function management including strategy, operations, and people leadership.

Businesses that want an outsourced HR function.

Engagement Model

Commercial options

Flexible commercial structures to match the nature and duration of the engagement.

Monthly retainer

Fixed monthly fee for an agreed scope of services. Suitable for ongoing managed HR or outsourced HR engagements.

Project fee

Fixed fee for a defined project with clear deliverables and timeline. Suitable for advisory, diagnostics, and implementation work.

Day rate

Flexible engagement billed by the day. Suitable for short-term advisory, interim support, or variable-demand work.

"We don't bring a standard HR model. We bring the judgement to know what will work in your business."

Kriate works with founders, CEOs, and leadership teams who want HR that is practical, credible, and aligned to how the business actually operates.

Delivery Capability

Built on real delivery, not theory

Kriate's HR practice is grounded in hands-on delivery across sectors — media, financial services, and technology. Each engagement below reflects a real business context where we designed and implemented people solutions that held.

Media & Creative Services

Context

A fast-growing visual media company scaling from a founder-led team to a structured organisation.

What we did

Designed and implemented the full HR function — policies, lifecycle processes, a performance management system, and a structured onboarding programme. Supported the leadership team in defining role accountabilities as the organisation grew.

Outcome

A functioning HR operation that the business could run independently, with clear role definitions and a performance cycle embedded within two quarters.

Retail Financial Services

Context

A non-banking financial company expanding its retail lending operations across multiple geographies.

What we did

Conducted an attrition diagnostic, redesigned the compensation and incentive structure for field and branch roles, and built a manager effectiveness programme. Introduced an ER framework to standardise how people issues were handled across locations.

Outcome

Measurable reduction in voluntary attrition within six months. Managers reported greater confidence in handling performance and conduct issues. Compensation costs were rebalanced without increasing total spend.

Data & Analytics Technology

Context

An analytics and technology firm with a specialist workforce, navigating a period of leadership transition and organisational restructuring.

What we did

Redesigned the organisation structure to clarify reporting lines and decision rights. Built a revised performance framework suited to technical roles. Provided fractional CHRO support to the leadership team through the transition, including communication planning and retention conversations.

Outcome

Leadership team aligned on structure and accountabilities. Key talent retained through the transition period. A performance framework that the business continued to use and iterate on independently.

Start the Conversation

Find out what's right for your business

A diagnostic conversation takes 45 minutes. We'll listen to where you are, what's not working, and what you're trying to build — and tell you honestly what would help.

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No commitment required. We'll tell you what we think, not what you want to hear.