See the real workload
List recurring tasks, volume, systems and the people who touch each step.
Managed HR
Take HR off the mental checklist.
New starters, employee questions and everyday follow-up need somewhere dependable to go. We take on the recurring HR work you agree to hand over.
The situation
The work is getting done, but only because someone keeps remembering it.
A new employee joins. The manager has made the decision, but forms, system access, payroll details and first-week information still need to move between several people. An employee question arrives the same day. Someone on your leadership or office team becomes the reminder system. That is the work Managed HR is designed to organize.
What we can work on
The work itself, not just the plan.
- Employee onboarding and offboarding coordination
- People-process documentation and task ownership
- Employee inquiry triage and manager coordination
- A shared operating rhythm and escalation map
We agree on the actual tasks, volume and timing for your business before work starts.
How an engagement takes shape
Four conversations that make the work possible.
Agree who does what
Separate coordination and follow-up from approvals, sensitive decisions and specialist advice.
Set up the handover
Document the first workflows, access, escalation contacts and review points.
Keep it working
Review exceptions and changes in volume so the arrangement still fits the business.
What you should leave with
A working responsibility map for the recurring HR activities in scope, with named approvers and an agreed route for exceptions.
Who this often helps
Find the view from your desk.
The details look different depending on which part of the business you own.
A useful place to start
HR coverage assessment
Get something practical before you book a conversation. No email required.
Let’s look at the work
you need help with.
A few examples from your current process are enough to start.