Experienced HR support when you need more than an answer to an HR question

People issues don't always fit neatly into a policy or process.

Sometimes you need straightforward HR advice. Other times, you need someone who can step into a complex situation, understand what's really happening and help you make a sound decision about what comes next.

Alignment Group provides practical HR support and senior fractional HR leadership to growing businesses and organisations across Australia.

We can work alongside business owners, CEOs, leaders and internal HR teams, providing the level of support you need without necessarily adding another permanent role.

Talk to us about HR support

HR support that grows with your organisation

The people side of a business often becomes more complex as the organisation grows.

What once worked through informal conversations and common sense can become harder when there are more employees, new managers, changing responsibilities or greater expectations around how people are managed.

You might find yourself dealing with:

• managers who need more support to manage people confidently

• performance or conduct concerns that have become difficult to navigate

• roles and responsibilities that haven't kept pace with growth

• inconsistent employment practices across the organisation

• policies or processes that no longer reflect how the business operates

• grievances, complaints or difficult workplace relationships

• a restructure or significant organisational change

• an internal HR team that needs additional senior expertise

• a growing business that needs HR leadership but isn't ready for a full-time HR Director.

That's where flexible external HR support can help.

How we can support you

Fractional HR Leadership

Senior HR leadership without the cost or commitment of employing a full-time HR Director.

Fractional HR leadership gives your organisation ongoing access to experienced strategic HR capability as part of your leadership team.

We can help you:

• develop your people and workforce strategy

• advise CEOs and senior leaders on complex people decisions

• coach and support managers

• strengthen organisational structures and accountabilities

• review people practices as the organisation grows

• plan workforce changes and restructures

• build the capability of internal HR or People team members

• identify emerging people risks before they become bigger problems.

The relationship can evolve with your organisation. The aim isn't to create dependency on an external consultant, but to strengthen the confidence and capability of the people already inside your business.

What is fractional HR leadership and when does it make sense?

Ongoing HR Support

For organisations that need reliable HR expertise but don't necessarily need a full internal HR function.

We can become a trusted extension of your organisation, giving leaders and managers somewhere to turn when people questions arise.

Support might include:

• HR advice for leaders and managers

• performance and conduct matters

• employee relations

• difficult conversations

• employment practices and processes

• contracts and policies

• manager coaching

• workplace grievances and complaints

• organisational structure and role clarity

• workforce planning

• people risk and compliance.

The level of support can be adapted as your organisation changes rather than forcing you into a one-size-fits-all HR model.

Complex HR Matters

Sometimes an HR issue needs more than a quick answer.

A performance concern may have been building for months. A grievance might involve several different perspectives. A manager may have inherited a difficult situation. An apparently straightforward employee issue might point to something broader in the team or organisation.

We help you slow the situation down enough to establish what's happening, understand the relevant facts and obligations, and decide on a fair and practical way forward.

This can include support with:

• performance management

• conduct concerns

• grievances and complaints

• workplace investigations and response processes

• restructures and role changes

• difficult employee relations matters

• absence and return-to-work issues

• conflict and breakdowns in working relationships

• sensitive exits and terminations