I’m the kind of person who stands in line buying a coffee reorganising the processes behind the counter in my head, fuming at the inefficiencies…
I just can’t help myself: processes, structures, tech, training, values, policies and practices; these are the hidden lifeblood of a company that should allow the people to thrive but all too often restrict and stifle. Great HR should free people to work.
This is particularly true of companies that have had or need capital investments. High-growth companies need employees who “get” dynamic working environments – but they also need to be supported by HR practices which facilitate change and embrace pace.
“We are not “just another” HR consultancy. We won’t advise you on family rights, or run your grievance procedures. What we will do is build you world-class, “good practice” HR functions, or indeed an entire HR architecture that runs seamlessly and efficiently, unnoticed in of itself as all good systems should be.”
I was an employment lawyer for twenty years, fifteen as partner. I worked with hundreds of mid-sized companies advising on all aspects of their employment law. I built a law firm at the same time as building www.myhrtoolkit.com, a company which I successfully sold to August Equity / the Agilio Group in April 2021.
My experience as adviser, employer and entrepreneur gives Cortworth Strategic a unique edge in HR architecture implementation.
The key HR functions in any high-growth business include: engagement, performance management, compliance, recruitment, learning and development, communication, documents, procedures, and good old fashioned HR admin. For each of the functions we can deliver to you a complete, integrated, fully-functioning system comprising our HR elements: PDF procedures and briefings, core video, management briefing video and guides, just-in-time video, spreadsheets, and records all underpinned by world-class HR tech.
Whether you wish to enhance any one HR function or implement a unified HR architecture, we are there to help.
“My experience as adviser, employer and entrepreneur, along with my obsessive need for great structures suffuses everything we do.”
I recommend you take a fresh look at your current HR architecture. All too often HR teams are restricted to fire-fighting because they are simply too busy. I recommend a distributed HR model where the HR functions such as performance management, first-line disciplinary and grievance, and absence management can be delegated among your line managers, saving your HR team time better spent elsewhere.