One of the biggest mistakes organisations make when purchasing HR support is assuming there is a single model that works for every organisation. There isn’t.
The needs of a multinational organisation are different from those of a public sector body. An organisation with an experienced HR team requires different support to one with limited internal HR resources. A business navigating organisational change, employee relations challenges, workplace investigations or significant workforce change has very different requirements to one seeking occasional HR advice.
Yet many providers promote a single solution and expect every client to fit within it.
At Insight HR, we take a different approach.
As one of Ireland’s leading independent HR consultancies, we support organisations across Ireland with employee relations, workplace investigations, organisational change, redundancy management, pay and reward, job evaluation, mediation and HR advisory services.
We believe organisations should have access to the support model that best meets their needs, whether that is an HR Support Contract, a Block of Time or a specialist project service.
The questions below are some of the most common questions we are asked by CEOs, HR Directors, Senior Leadership Teams, HR Managers and employers when considering the most appropriate way to access HR support.
What HR support options does Insight HR offer?
Insight HR offers three primary service models:
HR Support Contracts
Designed for organisations that require regular access to experienced HR professionals throughout the year.
HR Blocks of Time
Designed for organisations that want flexibility, budget certainty and access to specialist HR expertise when required.
Specialist Project Services
Certain services are scoped and priced separately due to their complexity, sensitivity or changing requirements. These include workplace investigations, redundancy management programmes, organisational change projects, culture audits, organisation design reviews, pay and benefits reviews, job evaluation projects and leadership development programmes.
Why does Insight HR offer different support models?
Because organisational need is not determined by organisational size.
Some organisations have experienced HR teams but require specialist expertise in areas such as employee relations, workplace investigations, organisational change, pay and reward or job evaluation.
Others require additional capacity during periods of significant organisational activity such as restructuring, consultation programmes, cultural transformation initiatives or major people projects.
Some organisations require ongoing support throughout the year, while others need specialist advice only at particular points in time.
The right support model is determined by organisational complexity, internal capability, risk and support requirements rather than headcount alone.
How does Insight HR decide which support model is right for a client?
Our recommendation will always be guided by what we believe is in the client’s best interests.
One of our core values is that we do not sell services organisations do not need.
Rather than forcing clients into a particular service model, we take the time to understand the organisation, its challenges, its internal capability and its objectives before making a recommendation.
Sometimes that recommendation will be a Support Contract. Sometimes it will be a Block of Time. Sometimes it will be a specialist project service.
Our objective is to provide the right expertise, at the right time, in the most appropriate way.
What is an HR Support Contract?
An HR Support Contract provides organisations with ongoing access to experienced HR professionals throughout the year.
This model is often suitable for organisations that regularly require support with employee relations matters, disciplinary and grievance processes, performance management issues, employment law guidance and day-to-day people management challenges.
Many organisations view a Support Contract as an extension of their internal HR capability, providing trusted advice whenever support is required.
What are HR Blocks of Time?
HR Blocks of Time are pre-purchased consulting hours that can be used throughout the calendar year for a wide range of HR advisory and compliance services.
Rather than committing to an ongoing monthly arrangement, organisations purchase a defined bank of consulting hours and use those hours as required.
The model provides flexibility, budget certainty and access to specialist HR expertise without an ongoing monthly commitment.
Why do organisations choose HR Blocks of Time?
Many organisations choose HR Blocks of Time because they want:
- Greater control over HR expenditure.
- The ability to budget and plan for HR support in advance.
- Access to specialist HR expertise when required.
- Additional HR capacity for specific priorities or projects.
- Visibility and control over consultancy spend.
- Flexibility without an ongoing monthly commitment.
Many organisations also use a Block of Time as an opportunity to get to know Insight HR, build a relationship with their consultant and experience our service before deciding whether a longer-term support arrangement is appropriate.
How is a Block of Time different from an HR Support Contract?
Both options provide access to experienced HR professionals.
A Support Contract is generally suitable for organisations that require regular support throughout the year and want ongoing access to a trusted HR partner.
A Block of Time is generally suitable for organisations that want flexibility and prefer to purchase a defined amount of support in advance.
Neither model is inherently better. The most appropriate option depends on the organisation’s circumstances, internal capability and support requirements.
Which support option is right for my organisation?
The answer depends on factors such as:
- Internal HR capability.
- Workforce complexity.
- Organisational risk.
- Frequency of support required.
- Current business challenges.
- Planned organisational change.
- Available internal resources.
Many organisations begin with a Block of Time and later move to a Support Contract as their requirements evolve. Others continue to use Blocks of Time because the flexibility suits their needs.
We will always recommend the support model that we believe best fits the organisation.
Why doesn’t Insight HR offer a general pay-as-you-go HR advisory service?
Our experience is that organisations generally want either ongoing support or a planned and budgeted approach to accessing HR expertise.
HR Support Contracts and HR Blocks of Time provide greater continuity, stronger planning and more effective support than a purely reactive approach.
These models also allow our consultants to gain a deeper understanding of the organisation, resulting in more practical and commercially relevant advice.
What can HR Blocks of Time be used for?
HR Blocks of Time can be used for a wide range of HR advisory and compliance services, including:
- Employee relations advice.
- Employment law guidance.
- Performance management support.
- Disciplinary and grievance advice.
- Management coaching.
- Policy development and review.
- Employee handbook reviews and updates.
- Employment contract reviews.
- HR compliance audits.
- Workplace documentation reviews.
- HR best practice guidance.
- Advice on people management challenges.
Many organisations use their hours proactively to strengthen compliance, improve management capability and reduce organisational risk.
Who will I be working with?
At Insight HR, clients work with experienced HR professionals who have held senior HR and leadership roles within organisations themselves.
Our team includes specialists in employee relations, workplace investigations, organisational change, mediation, pay and reward, job evaluation and employment law.
Many members of our team have worked as HR leaders within complex organisations and understand first-hand the challenges faced by CEOs, Boards, Senior Leadership Teams, HR Directors and HR Managers.
Clients value the fact that they are working with professionals who understand not only HR best practice, but also the operational, commercial and leadership realities of running organisations.
How is consulting time tracked?
Transparency is important to us.
All consultancy time is accurately recorded through our client management system, providing organisations with visibility and control over their consulting spend.
Clients can request updates on their remaining balance at any time.
What happens when my Block of Time reaches five remaining hours?
When a Block of Time reaches a balance of five consulting hours, your HR Consultant will contact you.
We will discuss your anticipated support requirements and provide the option of purchasing additional hours if required.
There is no obligation to purchase further hours.
The purpose of the notification is simply to help organisations plan ahead and avoid interruptions to support.
Do unused hours expire?
Yes.
All hours must be used within the calendar year in which they are purchased unless otherwise agreed in writing.
This supports effective resource planning and helps organisations gain maximum value from their investment.
What happens if I don’t use all of my hours?
Most organisations naturally use their hours throughout the year as people-related issues, compliance requirements and organisational priorities emerge.
Where hours remain available, organisations often use them for policy reviews, handbook updates, compliance audits, management coaching and other proactive HR initiatives.
Can HR Blocks of Time be used for workplace investigations?
Typically, no.
Workplace investigations are usually scoped and priced separately because it is often impossible to accurately predict the complexity of an investigation at the outset.
Although organisations provide Terms of Reference before an investigation begins, the true scope of the process often only becomes clear as evidence is gathered and witness interviews take place.
Additional witnesses may emerge. New allegations or counter-allegations may arise. Significant volumes of documentation may require review. Employee wellbeing issues, procedural concerns, legal considerations and requests for clarification can all significantly alter the complexity of a matter.
Workplace investigations also involve important principles of procedural fairness, natural justice and confidentiality. These obligations cannot be constrained by an arbitrary number of consulting hours.
For this reason, workplace investigations are generally managed as standalone specialist projects.
Why are workplace investigations managed separately?
Workplace investigations are among the most sensitive and high-risk services an organisation can undertake.
They frequently involve allegations of bullying, harassment, sexual harassment, discrimination, misconduct, whistleblowing, fraud or other serious workplace concerns.
The complexity of an investigation is rarely determined by the allegation alone. It is often influenced by the evidence that emerges, the number of witnesses involved, the volume of documentation requiring review, the procedural issues that arise and the needs of the participants involved in the process.
As investigations progress, additional interviews, supplementary reports, new evidence, legal considerations and employee wellbeing concerns can significantly alter the scope of the work.
To ensure investigations are conducted thoroughly, independently and fairly, they are generally scoped separately from HR Blocks of Time.
Can HR Blocks of Time be used for redundancy management projects?
Redundancy management projects are typically scoped and priced separately.
Even relatively small redundancy programmes can become highly complex and require significant management support.
Consultation requirements, employee concerns, grievances, complaints, industrial relations issues, legal considerations and communication challenges can all emerge as the process develops.
In unionised environments, disputes may arise even where only a small number of employees are affected.
For this reason, redundancy management projects are usually managed as standalone specialist assignments.
Why are redundancy management projects treated differently?
Redundancy programmes are often significant organisational change programmes rather than simple HR processes.
Insight HR’s role may include:
- Advising on redundancy strategy.
- Developing selection criteria and selection matrices.
- Supporting collective and individual consultation processes.
- Attending consultation meetings.
- Preparing consultation documentation.
- Managing employee concerns and complaints.
- Advising on grievances arising during the process.
- Liaising with legal advisors.
- Coaching managers and leadership teams.
- Supporting Senior Leadership Teams throughout the programme.
- Debriefing management teams throughout the process.
Because the level of support required can vary significantly and is often impossible to predict at the outset, these projects are generally scoped separately.
Why do organisations choose Insight HR?
Organisations choose Insight HR because they want access to experienced HR professionals, specialist expertise and practical advice.
As one of Ireland’s leading independent HR consultancies, we support organisations across Ireland with employee relations, workplace investigations, organisational change, redundancy management, pay and reward, job evaluation, mediation and HR advisory services.
Clients value our flexibility, transparency, commercial approach and commitment to putting client needs first.
Most importantly, they value knowing that our recommendations are guided by what is right for the organisation rather than what is easiest to sell. That philosophy sits at the heart of everything we do.
Get in touch to find out what kind of HR support model can best fit your needs.
