Company Profile

Founder’s Mission

The co-founders identified that the company could not sustain growth in its present state. It needed to ensure it was operating on the right side of employment law, recruiting smarter, engaging employees, and ensuring the organisational structure was fit for purpose. The management team was made up of family members and long-time friends (under 35 years old) who were experts in the industry but relatively inexperienced in leadership and often struggled to delegate. The Co-founders had a clear vision for the next steps of the business and needed professional support to deliver the plan.

Appointing an experienced and qualified part-time HR Director would add senior experience and support to the management team to take the business to the next level in its growth plan.

HR Director’s Objectives

  • Take responsibility for implementing an effective HR function utilising best practice policies and procedures, and making use of technology solutions, to ensure legal compliance, enhance employee engagement, fair reward etc.
  • Work with the founders to articulate the vision into a strategic plan, detailing and cascading individual accountabilities with KPIs across all teams and employees.
  • Create a culture of feedback, reward and employee engagement with regular check-ins across the team to assess employer net promoter score/
  • Enhance the skill set of the management team, delivering training in a variety of people-related disciplines.
  • Attend board meetings to discuss the progress of the business against the strategic plan
  • Workforce and succession planning to ensure continuous sustainable growth.



    What the HR Leader Did

    Implemented effective HR function

    The HR Leader took on the role of HR Director. They undertook an initial HR audit of HR practices, procedures and policies currently in place in the client’s business and worked with the co-founders and board to agree changes and implement efficient and legally compliant contracts, policies, processes and HR systems.

This company delivers specialist programmatic AdTech marketing campaigns on behalf of agencies and clients directly. The family business was founded around the kitchen table in 2011, however encountered significant early growth in terms of revenue and headcount within the first five years. Eventually reaching a headcount of 25 employees but with a high turnover of staff, the founders decided to bring in a specialist HR expertise.

Provided leadership and strategic insights

The HR Leader attended monthly board meetings and delivered a series of workshops with team and board members to understand the brand, agree on the direction, document the mission, vision and values and analyse business strengths, weaknesses, opportunities for action etc. This helped scope and agree on a strategic 5-year plan, with a particular focus on the first 12 months.

The plan incorporated pillars from all areas of the business including finance, business process, customer, learning and growth. Owners were assigned to each strategic goal with cascaded objectives (OKRs) assigned to teams. The HR Director ensured the goals were communicated (the strategic narrative) with individual accountabilities (OKRs) cascaded across all team members, so all employees were able to understand how their efforts contributed towards the plan and success of the business. This required guidance and support for people managers.

Day-to-day management of the business

The HR Leader plays an integral role in creating a positive culture that proactively addresses employee risk, promotes wellbeing and employee engagement and delivers fair reward structures. They created an HR function team that has the talent, resources, mandate, and infrastructure to support the strategic direction; and introduced career development tools, appraisal processes, and performance management using an Objectives and Key Results (OKRs) framework.

The Results

The HR Leader created an environment for growth, change and success:

Implemented employee engagement initiatives and recruitment and onboarding best practices to ensure the business attracts and retains top talent, reducing employee attrition from 30% to 0% today.

HR Reporting: Implemented regular reporting on headcount, attrition, absence, recruitment, gender pay gaps, workforce planning etc. to ensure informed decisions can be made at all levels and ensure trends and changes are understood.

Employee Engagement and Satisfaction: Fostering a positive work environment where employees feel engaged and connected to the business direction and strategy achieving strong employee net promoter scores year on year.
Career Development: Implement a transparent career development framework to use as a tool for performance appraisals, provide clarity on development opportunities for individuals and allow transparency with pay levels. This has ensured measured promotions and pay reviews each year with a solid history of employee career progression.

Diversity, Equity and Inclusion: Promoting DEI initiatives within the business and externally within the industry, achieving a more inclusive workplace culture with diversity in hiring and fair reward structures. Compliance and Legal Requirements: Ensuring compliance with UK employment law and regulations, mitigating legal risks, and reducing the number of HR-related complaints to zero.