HR & People Change

WHAT DO WE OFFER?

• A specialist HR and People Change executive search practice, led by James Cumming, with over 30 years of experience
• A proactive research led executive search process, we have a dedicated team of internal researchers and talent managers
• An industry leading successful completion rate, which is over 95%, on behalf of our clients working in partnership to ensure we get it right first time
• A confidential search process, typically operating under NDA, we specialise in sourcing for confidential and niche appointments
• A collaborative search process, where we communicate regularly with our clients to update them on market information, feedback on their brand and EVP plus any salary or benchmarking data that might be appropriate for each individual search
• We utilise modern CRM system which enables our clients to see in real time the people we are talking to and their feedback on the brief. We also provide weekly progress updates
• A holistic approach to sourcing for talent. We place a lot of emphasis on hiring for attitude, cultural fit and potential. Which is why our end to end assessment process is pivotal to our client’s hiring success
• A flexible fee structure that rewards us for delivering assignments successfully on behalf of our clients

PEOPLE CHANGE AREAS OF EXPERTISE

Diversity | People Change | Org Design | Industrial Relations | HR Director | Change Comms | Organisational Development | Resourcing | Reward | Shared Services | Talent

Frequently asked questions

What is HR?

Human Resources (HR), sometimes called Human Capital, is the department within an organisation that deals with all things people-related. HR ensures that a business has the right employees to operate successfully and at an affordable cost. Up until the 1920s, HR was referred to as “personnel administration” and focused on hiring, evaluating, and compensating employees — not the broader employment relations remit it has today. The key principle is that employees who are well managed and looked after are more likely to perform well and contribute effectively to the organisation’s direction.

What are HR’s responsibilities?

HR departments oversee every aspect of the employee lifecycle. Typical responsibilities include hiring and termination, training, employee relations, pensions, payroll, benefits, and overall wellbeing. Larger organisations often have more specialised HR functions — with dedicated teams for employee welfare, compensation, learning and development, and engagement.

Is HR involved in the employee separation process?

Yes. When an employee leaves a company, HR manages the process to ensure a smooth exit. This includes offering support during the notice period, conducting an exit interview, collecting company equipment, and ensuring final pay and entitlements are processed correctly.

What do HR do for employee morale?

HR plays a key role in developing and maintaining employee morale. They are responsible for implementing benefits programmes, establishing fair company policies, supporting conflict resolution, and promoting a positive work environment. HR teams also run employee engagement surveys, act on feedback, and develop recognition and reward schemes. Good HR practice ensures that employees feel valued, supported and motivated — which in turn reduces staff turnover and increases productivity.

Does HR influence company culture?

HR significantly influences company culture through its policies, recruitment practices and employee engagement initiatives. From the moment a job advert is written to how performance reviews are conducted, HR shapes the tone and expectations of the workplace. They develop training programmes that reinforce company values, create diversity and inclusion strategies, and establish codes of conduct. In short, HR is the custodian of company culture — ensuring it is actively maintained rather than left to develop by chance.

Is HR involved in legal issues?

HR is heavily involved in ensuring the organisation complies with employment law. This includes areas such as contracts of employment, working time regulations, discrimination legislation, health and safety requirements, GDPR and data protection, and disciplinary and grievance procedures. HR professionals need to stay up to date with changes in legislation to protect both the organisation and its employees from legal risk.

What is the difference between HR and recruitment?

Recruitment is one function within the broader HR discipline. While HR covers the entire employee lifecycle — from onboarding to exit — recruitment focuses specifically on attracting, screening, and hiring candidates for open positions. In some organisations recruitment sits within the HR team; in others, particularly larger firms, it operates as a separate function or is outsourced to specialist agencies. Larger organisations often employ dedicated recruiters within the HR department.

Is talent acquisition part of HR?

Talent acquisition is the process of identifying and securing skilled people to meet an organisation’s workforce needs. In most organisations, the talent acquisition function sits within — or reports to — the HR department, though some larger businesses run it as a standalone team.

What roles are there within an HR department?

Larger organisations typically have HR professionals who specialise in a single area — such as employment law, recruitment, or employee relations. The bigger the organisation, the wider the range of specialist roles. Common titles include HR Assistant, HR Coordinator, HR Advisor, HR Business Partner, HR Manager, Head of HR, and HR Director. Alongside these generalist positions, you’ll find specialists such as Learning & Development Manager, Talent Acquisition Manager, Compensation & Benefits Analyst, Employee Relations Specialist, and Organisational Development Consultant.

What qualifications do I need to work in HR?

For entry-level HR roles, a degree in human resources, business management, or a related subject is common but not always essential — relevant work experience can be equally valuable. For more senior positions such as HR Manager, Head of HR, or HR Director, accreditation from the Chartered Institute of Personnel and Development (CIPD) is often required. CIPD qualifications range from foundation to advanced level, with more senior roles typically requiring the higher-level certifications. In smaller businesses, extensive hands-on HR experience may carry more weight than formal qualifications.

What is HR outsourcing?

HR outsourcing is when an organisation pays an external provider to deliver functions that would normally be handled in-house. According to CIPD research, payroll is the most commonly outsourced HR function. Outsourcing is particularly attractive for smaller businesses that lack the resource or capacity to run certain functions internally — it can be more cost-effective to hand them to a specialist provider. Other commonly outsourced HR functions include recruitment, employee assistance programmes, benefits administration, and training delivery.

How do HR departments vary among organisations?

The size and structure of an HR department varies significantly depending on the size, industry and maturity of the organisation. A small business might have a single HR generalist handling everything from recruitment to payroll, while a multinational corporation might have hundreds of HR professionals across specialised teams and geographies. Industry matters too — heavily regulated sectors like financial services or healthcare tend to have larger compliance-focused HR teams. The key variables are headcount, complexity of employment arrangements, geographic spread and regulatory environment.

What is in store for HR in the future?

The future of HR is being shaped by technology, changing workforce expectations and the lasting impact of the pandemic. AI and automation are taking over routine admin tasks, freeing HR professionals to focus on strategic priorities like workforce planning, employee experience and organisational design. Remote and hybrid working models have permanently changed how organisations think about talent — location is less of a constraint, but culture and engagement require more deliberate effort. Data-driven HR (sometimes called “people analytics”) is becoming standard practice, with HR teams expected to back their recommendations with evidence. The HR function is moving from an administrative support role to a genuine strategic partner at the leadership table.