From the start, it was clear that Natalie has a clear, broad and in depth understanding of HR practices. She provided completely reliable and sound services in the standard areas. She demonstrated a real understanding of my business and the people within it, and how the combination of the two needed to work to meet the business needs….. I increasingly turn to her for use as a sounding board and general advice, and it is always delivered in a positive, down to earth manner that is extremely refreshing. Her judgement is exceptional and I have come to have a high degree of trust and respect for her.
Natalie is innovative, accurate and compassionate; having worked with Natalie on a couple of projects now I have been thankful of her professional approach which is not only reliable but highly effective. Her ability to discern the facts of the situation combined with her creative capacity provides solutions that are successful and in-keeping with her company name – Dynamic. On the human side Natalie shows good empathy which really allows her skills to be received with excellent communication skills that make an individual feel really valued.
I’ve had the pleasure of working with Natalie upon a number of key HR challenges we faced as a business, from effective contracts to employee management, disciplinary advice and more. I’ve always found her to be truthful, honest and spot on with her advice. Very friendly and welcoming character and only wants what is best for you. I’d have no hesitation in recommending Natalie or her HR Services to anyone needing top quality advice.
Natalie provided excellent pro bono support to our social enterprise through Business in the Community. As a third sector organisation we have been without staff contracts for some years and tackling this is a task that never seems to make it to the top of the ‘to-do’ list. Natalie provided support both over the phone and face to face and has given us clear and constructive advice including links to up-to-date legislation; notes on our draft contract and simple actions to move us forward. I am now confident that we have the information required to put contracts in place very soon. I would have no hesitation in recommending Natalie to any company experiencing HR issues and her approachable, yet no-nonsense manner will ensure the job gets done
Natalie is an expert in her field and a pleasure to deal with. The Assessment Centre she designed and ran for one of our clients was World Class and I would highly recommend her to you if you need any HR projects completing.
Natalie has been extremely helpful in providing key HR support throughout the lifespan of our young but growing organisation. I can’t recommend her services enough.
Natalie Lewis assisted me with a complicated disciplinary issue which involved managing disciplinary, grievance, sickness absence and working with me to assist my client with the internal HR proceedings. Natalie built up a good rapport with the client and managed the situation well internally for them.
You’re a start-up company thinking about taking on your first team members or you’ve got a team in place but you’ve been too busy to get the boring (but necessary!) HR paperwork in place?
Maybe you’ve got the HR paperwork but it’s so ancient it needs a revamp or you cobbled it together using templates off the internet and you’re not sure it protects you and your business?
Yes, HR paperwork is often seen as a necessary evil but it’s also your first line of defence should anything go wrong. Better safe than sorry!
So what do you need?
I recommend that every business has a robust contract of employment, the basic policies (especially the ones required by law!) and a method to log hours, holidays and sickness absence. Pretty simple really!
Why do I need these?
It is a legal requirement for employees to be provided with a contract of employment within the first 8 weeks of their commencement date with the company. Whether it’s a full time contract, part time, minimum hours or zero hours, I can advise you on which will suit your circumstances best.
Your employment contract sets out the contractual relationship you have with a person. It should include all statutory clauses as well as enhancements such as the right to monitor staff, a confidentiality clause and restrictive covenants for key employees. Most importantly your contract of employment should reflect your company culture with easy to understand, user friendly language whilst still ensuring full protection of your business.
A Company Handbook should include both statutory and bespoke policies, procedures and associated forms to assist you with the smooth running of your business.
Having all the relevant policies and procedures in place ensures your staff know what is expected of them and allows you to manage them in line with current legislation and best practice. A good handbook should also provide you with a level of defence in the event of any potential Employment Tribunal claim.
Logging your employee’s hours, holidays and sickness absence is important and necessary to keep you compliant but it doesn’t have to be a pain. I love to automate and use cloud based software to save you time and data protection headaches.
Ready to go ahead and get the HR Essentials in place? Click here or call and we’ll discuss your needs and get a quote to you.