Managing your people

Whether you are in growth or survival mode, in financial services or manufacturing, operate in the UK or globally, or listed, a public body, a privately or family owned, we have a large team of experts who can help guide you through the ever complicated maze of issues on employment, development, reward and retention of people.

Many privately owned companies compete with quoted companies and public organisations for their people so the experience of our team in all of these sectors provides you with automatic benchmarks.

It's fair to say that most companies will aspire to employ their staff legally. However the best will not only articulate their business strategy but also have a people aspect built in. Being clear about who your key people are in the business, what the big people risks are, having the basics like legals and fit for purpose employment policies in place will allow you to rise out of the compliance HR space into the strategic HR space.

Constantly reviewing people plans to account for acquisition plans, relocations, expansion, the economic climate will keep you ahead of the game. For example you need to ensure your divisional MD in a business in growth phase is developing too so that he's a fit for purpose MD of a bigger division. The People Plan needs to help the directors ensure he is the right fit should the business face tougher times - will he need new skills or would the business need a replacement MD? This in turn will link into the company's succession plan and management and leadership development programmes.

How we can help...

Our team of specialists advises employers all over the world on nearly all aspects of employing people. So whether you are UK based or international we will have someone somewhere who can help you.

• Ensure you employ people legally with valid visas and work permits when people are moving across borders
• Help you to be compliant with tax and security laws and making the relevant payments correctly and on time.
• Clearly define the roles to be delivered
• Articulate the reward strategy that will help get best fit in terms of the people you need and the best way to pay them
• Ensure reward for these roles is benchmarked to the market you are in
• Articulate your HR strategy to support the business strategy
• Do the people due diligence on any potential acquisitions
• Clarify the people risks to the business be they non or late payment of taxes, succession, retention or pensions liabilities
• Help identify efficiencies in how the people strategy is delivered and the HR function supporting it. This may include identifying areas that could be delivered via a centralised back office or shared services model or outsourced.
• Ensure that you have the right performance management systems to link what your people do to the company's strategic goals and that they are linked appropriately back to reward
• Clearly articulated development plans in place to allow people to understand how they can progress
• Help you to design and implement reward structures be they bonus schemes, long term incentive schemes or pension provision
• Help you to manage the pension schemes liabilities, risks and cash costs
• Bring you the latest thinking from the market on all aspects
• Advise the remuneration committee on best practice and governance