HR consultancy

HR consultancy

"They offer your HR managers support and insights into "real life" workplace situations and how to act fast to ensure disputes do not escalate out of control."


Shoosmiths' HR consultancy service places experienced human resources professionals with clients who need them.

Although our HR consultants are independent, they are well known to us and have the unique benefit of being able to draw on the knowledge and skills of our employment lawyers when necessary.

All our HR consultants are CIPD qualified, have a wide range of experience in general HR matters, and have worked in large organisations up to human resources director level.

In addition to their extensive general HR skills, we have consultants with specific experience in various sectors such as manufacturing, pharmaceuticals, engineering and food, all of whom have particular expertise in dealing with collective redundancy consultation, working with trade unions, TUPE, business restructuring, harmonising terms and conditions, and dealing with complex disciplinary and grievance situations. 

Whether you have an experienced human resources team that just needs additional support, or you are a small business with no internal support facing a difficult personnel issue, our HR consultancy service can help.

Our HR consultancy team regularly assists UK and international organisations with recruitment, benefits and reward, policy reviews, training, executive coaching, restructuring, and interim staff.

Examples of recent work include:

  • Guiding a small business without a human resources team through an awkward disciplinary process. This involved closely guiding and advising the managing director through the meetings, as well as producing all the documentation to ensure the company conducted itself in accordance with the ACAS code of practice.
  • Assisting a large organisation with a sensitive grievance investigation involving one of the human resources team.
  • Managing the closure of a client's premises where human resources are the last ones to leave employment. This involved managing and holding consultation meetings on behalf of the organisation, as well as producing announcements, scripts for directors, and the letters required to confirm the employees' redundancies.
  • Providing an interim HR manager at short notice to deal with a busy workload of general HR issues, including grievances, disciplinaries, and TUPE advice.