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HR & IR Health Check

Mitigate the risk of a crisis by closing the gaps in your Human Resources and Industrial Relations systems
Book your confidential discovery call

Are you a senior leader or business owner who:

Feels like you’re held hostage by your employee demands, because you can’t afford to lose people?

Struggles to manage employee behaviour and complaints?

Worries that your leaders don’t fully understand how to manage HR and IR issues correctly?

Finds it hard to comprehend how the Secure Jobs, Better Pay bill will impact you?

Fears that you don’t have the right processes in place to avoid employee issues and claims against you?

Often, the gaps in systems start as cracks. Like pot holes in the road. You drive past a small hole, then one day it feels a bit more of a bump, then you start driving around it. Then one day it’s massively dangerous – and you wonder where it came from?
This is how businesses end up in crisis. We ignore the cracks, and they grow over time until suddenly there is a huge issue that causes chaos for you and puts your business at significant risk.

The problem is, the biggest changes to Australian Industrial Relations and Employment Law in more than a decade are here. The foundation of your HR and IR systems has been fractured by the Secure Jobs, Better Pay legislation.
Your compliance and legal requirements are higher than ever. If you don’t address these cracks now, you will face growing issues that will put you at risk of a costly crisis.


You need to find the gaps – and close them.

I’ve worked with hundreds of businesses over the last 18 years who have found themselves in crisis.

There are usually 6 stages they (inadvertently) go through and the risk to the business escalates rapidly.

Level 1: Business is fabulous.  Your systems are strong, allowing you to be agile when it comes to managing your people.  This gives you the space to focus on growing the business.  You’re not at risk.
Level 2: Business is good.  There’s a system in place for HR and IR that you know and rely on but it’s a bit clunky and difficult sometimes .  This allows you to focus on sustaining the business – the employees, the customers, the products and services, and revenue. 
Level 3: Business has gone from systemised but clunky to disorganised. It’s tricky to do the day to day HR stuff, there’s people issues popping up and you don’t have the right systems to deal with them. You’re stuck in maintenance mode, always fixing something.
Level 4: Your systems and people management have fallen apart and you’re frustrated. It’s groundhog day – every day you seem to have the same issues on repeat, same people causing problems, same roadblocks. You’re stuck responding to all the issues and can’t get anywhere with the business. 
Level 5: Your business is in turmoil. You’ve had a claim made against you or a serious complaint – it’s still internal but you’ve had to get external help to deal with it. As a leader, you feel completely lost and don’t know how you got here. Your risk exposure is 95% – you’re almost certainly facing costs and consequences.
Level 6: You’re in crisis. Claims have gone external and you are facing a legal fight. As a leader, you are consumed by chaos. Your risk exposure is 100% – it’s going to cost you, the question now is how much.

The IR and HR Health Check puts the brakes on the slide into crisis.

We audit your HR & IR systems against the
Trust Driven Performance™ framework.

Clear Expectations

When Clear Expectations are right, everyone can articulate their job, what’ is expected of them, and their goals. Behaviour and culture are good. People can deliver the outcomes the business needs, and be managed effectively and lawfully.

When you get this right, it is easier to have structural approaches to managing your people that help you meet your legal and regulatory requirements.



When connectivity is right, people feel safe at work. They are honest and speak up about problems or concerns. Errors and incidents reduce and productivity improves. People want to work here – and don’t want to leave.

When you get this right, your people are valued – and feel valued. They feel psychologically safe and welcomed at work. You’re humming.

Strong Foundations

This is your HR and IR backbone – your policies, procedures. Your rules of the game.

When Strong Foundations are in place, everyone is really clear on the terms of their employment and how they need to show up every day. Leadership knows who they need to operate today, and tomorrow. The Occupational Health and Safety is strong and WorkCover incidents are minimal. Performance issues and poor behaviour are dealt with in a timely way.

When you get this right, the business has the agility to scale successfully.

How the HR & IR Health Check works

We have a streamlined process for every Health check that includes reviewing your documented systems, examples of your HR & IR systems in practice, and interviews with key team members. 

The final report includes


A gap analysis identifying where you need to improve your HR & IR systems


An analysis of your greatest areas of risk


Recommendations on what you need to do to close the gaps


The IR & HR Health check is priced according to the size of your business.  Send us an enquiry and tell us a little more about your business for a tailored quote.

Ready to health check your business?

Contact us for a confidential conversation about your HR and IR needs.