Case Studies
The work, the numbers, and what it took.
Engineering · 35 employees
From 40 hours a week of admin to a working HR function.
Situation
Director and admin spending over 40 hours per week on HR admin. Paper records with significant GDPR exposure. Seven of ten policies out of date. No reviews completed in three years.
What we did
- ·Digitised all records into a modern HRIS
- ·Automated leave and absence workflows
- ·Updated and re-issued every policy
- ·Established monthly all-hands and structured review cycle
- ·Built a manager toolkit and ran practical training
Results
E-commerce retailer · 65 employees
Bringing HR in-house. Removing £13k a month of consultancy.
Situation
Spending £13,000 per month on external consultancy with no internal capability. Early attrition at 20%. Recruitment 80% agency-dependent.
What we did
- ·Brought HR fully in-house
- ·Redesigned recruitment and onboarding end to end
- ·Built a career progression framework
- ·Ran a full salary benchmarking exercise
- ·Automated repeatable processes
Results
Technology · 160 employees
From strike to +34 eNPS in 100 days.
Situation
Part of the company went on strike due to poor HR processes and no dedicated HR expertise. Trust in leadership was collapsing.
What we did
- ·Stood up an employee voice forum
- ·Redesigned the org structure
- ·Weekly manager coaching cycles
- ·Consistent policies across all teams
- ·New recruitment process and route-to-competency framework
Results
Cautionary tale · SaaS · 60 employees
What happens when you cut HR after a transformation.
Situation
Successful transformation completed. Leadership then removed the HR function as unnecessary overhead.
What went wrong
- Manual workarounds quietly returned
- Compliance gaps re-opened
- A tribunal claim followed
- Key staff left within months
The lesson
“A well-run HR function is invisible. That is its purpose. But invisible does not mean unnecessary. The transformation is not the hard part. Maintaining it is.”
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