HR Capacity & Strategic Support
As the organisation continued to grow, its internal HR team needed additional capacity to manage increasing and more complex people requirements. Enablement Group worked alongside the existing HR function, providing flexible expertise across employee relations, complex casework, investigations, management support and wider HR projects. Our support flexed around changing priorities, giving the organisation access to experienced HR resource when it was needed most, while strengthening rather than replacing its internal HR capability.
100+
EMPLOYEES SUPPORTED
Additional HR capacity supporting the people needs of a growing workforce.
1
INTERNAL HR FUNCTION
Working alongside the existing HR resource as an extension of their team, not replacing it.
5
PARTNER HOURS PER MONTH
Flexible HR capacity available to use across changing priorities and people requirements.
15
HOURS POOLED PER QUARTER
Giving the client flexibility to use their support when and where it is needed most.
The challenge
Understanding the Scale of Change
With a workforce of over 100 employees, the organisation already had dedicated internal HR capability. However, increasing day-to-day demands, employee relations activity and wider people projects meant additional capacity and expertise were needed. The challenge was not to replace the existing HR function, but to strengthen it. The organisation needed experienced HR support that could flex around changing priorities, provide an additional perspective on more complex matters and step in when internal capacity was stretched.
Our approach
A People-First Framework
Enablement Group worked alongside the organisation's existing HR resource, providing flexible access to experienced HR professionals rather than operating as a separate outsourced function. Support could be used across employee relations, complex casework, investigations, management guidance, HR projects and other emerging people priorities. With hours pooled across the quarter, the organisation had the flexibility to use additional HR capacity where it added the most value, adapting the support as business needs changed.
The outcome
What We Delivered
Within twelve months, a single unified workforce framework was in place: covering pay, terms, policies and a shared cultural identity that staff recognised as genuinely their own. Staff attrition dropped by 24% compared with the previous year, and engagement survey results showed a marked improvement in confidence in leadership. The programme was delivered on time and on budget, with no employment tribunal claims arising from the transition.
HR Projects & ChangePerformance & DevelopmentImplementing a Performance & Appraisal Framework
Designed and implemented a structured appraisal process for a growing organisation, giving managers a consistent framework to review performance, set clear objectives and support meaningful employee development.
