Human Resource Services
Overview
According to Ken Robinson, “Human resources are like natural resources; they’re often buried deep. You have to go looking for them; they’re not just lying around on the surface.” We believe that people-led business goals can only be achieved through people-centric approaches. Leveraging our diverse experience across various market sectors, we offer invaluable expertise in human resource strategies, cutting-edge technologies, and industry benchmarks. Our collaborative approach involves partnering with Human Resource Teams, management, and business owners to deliver both on-going HR guidance and specialized consultancy tailored to address key strategic imperatives.
We specialize in project-specific support, particularly in areas necessitating specialized expertise such as change management initiatives and organizational restructuring.
It’s always our resolve to assist and support individuals and corporates in enhancing HR effectiveness and maximizing value throughout their lifecycle from conceptualization to execution. Our solutions-driven methodology ensures a cost-effective and transformative approach to workforce management and development, empowering organizations to thrive in an ever-evolving business landscape.
Our Core Services Areas
Our consultants deliver strategic and operational HR impact by reducing risk exposure while nurturing positive working relations and a productive workplace environment.
Our Concept of Consultancy
LLM Consulting Group, supports employers with all Human Resource aspects of effective and impactful change management initiatives.
Our specialized team of Human Resource professionals collaborates with management and internal HR functions to deliver expertise and guidance on employee engagement and communication needs throughout the change process, from inception to implementation, including follow-up training and support. LLM Human Resource professional consultants, bring critical skills, knowledge and behaviours that facilitate effective change, including expertise in:
- Employee engagement
- Communication
- Relationship management
- Stakeholder consultations
- Cultural alignment
- Transition planning & implementation.
Our Unique Approach.
Our practice does not adopt a one-size-fits-all approach to change management. Every organisation is unique and every change will impact teams and individuals in different ways.
There is no universal approach to change management. Each organization is distinct, and every change will affect teams and individuals differently.
It is essential to recognize the uniqueness of each organization and the varied impact of change on teams and individuals.
In our HR consultancy support, we will work with you to devise tailored support, including guidance on strategies for change and optimal use of HR tools, techniques and best practice to ensure a smooth transition and successful implementation.
Benefits of Organizational Culture and Engagement
We believe in developing a positive culture and a highly engaged workforce that supports optimal organisational performance. In an increasingly complex work environment, the most successful employers are taking a proactive approach to organisational culture development and employee engagement. We encourage organizations to adopt our tailored efforts to improve the employee experience, culture and engagement programmes in order to attract best talent, reduce turnover rates and support stronger, more profitable business performance in the long term.
Our necessary Considerations
A culture of poor practices can result in low productivity and high attrition rates and risks legal action. Employers should also be mindful that in today’s connected world, employees have the ability, influence and platforms to make internal issues public, potentially causing reputational damage. We advise employers to focus on driving engagement through a healthy organisational culture, employers in order to improve employee retention and organisational financial performance.
In a practical sense, culture, relates to the working environment and how this is shaped by the accepted actions, practices, processes and behaviours that determine organisational performance and profitability whereas engagement means more than being happy at work; it relates to how connected and invested an employee feels emotionally to the organisation, and how motivated they are to deliver results. This involves seeking continued feedback on a two-way, always-listening basis.
Culture and engagement remain two different concepts for HR to manage within the wider employee experience piece, each demanding ongoing focus and adjustment in line with environmental and organisational changes.
Critical role of culture and engagement in business performance.
- Communication: It has always been proven that effective communication is important in engaging employees, increasing productivity, enhancing reputation and increasing your return on people investment. Building a culture of transparent, frequent and high quality communications relies on open and timely dialogue to effect change and the desired actions, outcome and support from employees, particularly through periods of transformation and change.
- Senior Buy-In (C-Suite Managers): Our experience dictates that senior management should understand the contribution and value of organisational culture and employee engagement to the bottom line. It’s evident that positive employee engagement can be correlated to positive business outcomes such as higher employee productivity and lower turnover rates.
- Contemporary Risk: In the current digital era, it has been established that the proliferation of social media has exposed employers to greater risk of reputational harm from disgruntled employees or endemic cultural problems. But this new transparency should be seen as an opportunity for advantage, to turn employees into advocates on platforms where potential employees will seek authentic insight.
- Continuous Measurement: The digital landscape has rendered the annual staff survey limited in its insights and relevance. New tools and approaches are needed to provide real-time sentiment and pulse feedback.
How we can support you
LLM Consulting Group supports employers in strengthening employee engagement and promote a positive, productive organisational culture.
We can help you to nurture a culture that is both inclusive and welcoming of employees and their feedback, driving engagement and change, while protecting your reputation. We will independently assess the culture of your organisation and engagement levels among your employees, identifying both challenges and opportunities for improvement across the employee experience. Both culture and engagement should be strategic priorities for management. A sustained approach to monitoring and measuring employee engagement and culture supports informed management decision making, providing valuable indication and insight into emerging issues or risks requiring preventative action or resolution.
Our support can include:
- Employee engagement surveys
- Sentiment management tools and ongoing measures
- Corporate Culture Audits
- Assessment tools
- Embedding core values
- Embracing change
- Communicating change
Management Coaching
Management & executive coaching is a powerful way of improving the performance of leaders, teams and the organisation as a whole. We help to bring out the best in your leaders.
Our programmes create a solid basis for further personal development and career progression and enables leaders to review, plan and deliver management and leadership training within their organisation. To discuss how LLM Consulting Group can help your organisation’s leaders through management & executive coaching. Feel free to reach out to us.
The role of management coaching
Developing leadership skills and changing managerial approach can be challenging amid daily demands. Through management and executive coaching, leaders can benefit from a tailored approach to developing their skills, behaviours and knowledge to address workforce issues and bring out the best in themselves and their people.
We can help
LLM Consulting Group provides bespoke management and executive coaching programmes to support development of current and future leaders.
Our team of experienced and qualified leadership coaches provide highly practical coaching that is both confidential and fully bespoke to each individual’s development needs, designed to challenge their thinking, encourage new habits and build on existing strengths. Our tailor-made programmes help improve leadership skills and enable leaders to understand their role and influence in directing projects, solving problems and driving results, while developing and empowering employees.
- Executive coaching/Training
- Leadership development
- Strategy development
- Psychometric analysis
- 360 feedback
- Career coaching
- Future leader development
- Coach training
Through management coaching and use of practical and people-focused toolkits, leaders will become better skilled at managing people and generating the right environment for talent to thrive.
Overview
Access specialist HR expertise for strategic and operational impact. Through our HR consultancy services, we support high performance in HR.
By engaging with specialist HR consultants, employers can benefit from insights into HR best practices, industry benchmarking and advances in HRIS technology that promote productivity and improve the employee experience.
Benefits of working with specialist HR consultants
The role of HR is transforming. Against the day-to-day transactional demands of managing a workforce, organisations are looking to the HR function to drive forward strategic priorities, reduce legal risk exposure and develop an engaging employer brand. Leading this transformation requires an understanding of how the HR function should drive tangible, measureable value across the organisation through employee-centred solutions. This can be challenging for in-house HR teams to achieve, where the function is already operating at capacity or lacks the specific expertise for the specific HR need. To discuss how our HR consultants could help make a difference to your organisation. Feel free to reach out to us.
HR consultancy support? We can help
We help employers develop effective HR strategies, practices and infrastructures that increase productivity and performance, enhance employee engagement, improve retention and deliver savings in cost, time and effort. Whether you are looking for on-going strategic guidance or expertise for a specific HR project, we can help you leverage strategy, systems and technologies, advanced workforce planning and analytics to meet your objectives. We can support with guidance across the employee lifecycle, from attraction and recruitment through to engagement, retention and exits/separation:
- Employee relations
- Employer branding
- Strategic HR consultancy
- Management training
- Retention & Reward
- Employment law support
- Feedback and appraisal guidance
Through our consultancy services, we can help to empower internal HR capabilities through development and implementation of high-impact, agile HR operating models that adapt to changing organisational needs while remaining robust in ensuring compliance.
HR Support
Tailored support services to optimise HR performance and value. Our bespoke HR outsourcing services are designed to enable compliant, effective and cost-controlled workforce management human resource outsourcing. HR operations are under continued scrutiny to demonstrate value. Through HR outsourcing, employers are able to both manage their HR responsibilities and drive forward strategic priorities that enhance the credibility and impact of the HR function.
Benefits of HR outsourcing
In the Kenyan market, human resource management presents a challenge for employers across all sectors, regardless of their size or location. Many employers find themselves in a predicament where there’s a growing demand for increased HR efforts, yet they struggle to justify hiring dedicated HR personnel. Others seek to reallocate resources away from routine HR administration and transactional support towards more strategic, value-driven projects.
HR professionals are under pressure to foster a culture of digitization and digital competence while addressing the human implications of constant environmental changes and the evolving workforce dynamics characterized by freelancers, part-timers, and flexible workers. However, some organizations in Kenya lack the internal capacity or expertise to drive forward such initiatives, which require specialized HR knowledge and technical proficiency. Through HR outsourcing, Kenyan employers can access additional and specialized HR expertise to support their people-centric objectives effectively. This enables organizations to navigate the complexities of HR management and adapt to the changing landscape of the Kenyan market.
HR Outsourcing Considerations
It will be critical to the future success of any outsourcing arrangement to have clarity of your outsourcing objectives for the outset, which could include:
- Freeing up management time to focus on core business priorities and strategic projects
- Accessing HR best practice
- Simplifying and standardise core processes
- Cost reduction
- Improving efficiency of HR systems, processes, procedures
- Collation and access to enhanced HR data
- Accessing HR expertise beyond internal capability
- Flexibility of service provision
- Reducing risk
This forms the basis of our service, which we will devise and develop giving consideration to fundamentals critical to the successful operation of an HR outsourcing partnership:
- Strategic Value: – We advocate a partnership approach with our outsourcing clients. From the outset, we work to build an understanding of the organisation’s business strategy and people risk profile to ensure our solution is aligned to the specific needs and challenges of your organisation.
- Risk Management: – For overstretched HR teams, on-going compliance and proactive risk management can be challenging to address against the day-to-day HR service demands. But it is necessary. Outsourcing can ensure critical HR practices and legal obligations are being met.
- Employer Brand Alignment: – Outsourcing can offer the means to achieve authenticity to live and breathe the employer brand where the employee experience is falling short of the employer brand aspirations. For example, relying on spread sheets and paper forms does not equate to a pro-tech and innovative workplace. Outsourcing can offer solutions such as access to new HR systems, and emerging technologies in areas such as AI and digital assistants.
- Service level agreement: – The terms of an outsourcing relationship and service should be set out within a service level agreement. The agreement should make clear the scope of the arrangement, and the standards and expectations on both parties, as well as the consequences of failing to meet these obligations.
Human Resource Specialist Advisory
Professional, flexible HR advisory support for effective and compliant workforce management. Access our HR expertise to benefit your organisation.
Professional support for HR
HR functions operate under continued pressures to demonstrate strategic value while ensuring daily demands are satisfied efficiently and cost-effectively. For overstretched in-house teams it can be a struggle to deliver on both fronts, and may require specialist HR advisory expertise to bolster the existing capability, either to service everyday HR requirements or drive strategic initiatives aligned to organisational objectives.
At the outset, we will work with you to understand your business and people objectives, service needs and areas of risk for mitigation. We can help you ascertain the optimum level and configuration of outsourcing for your organisation to help improve HR efficiency and contribution to business outcomes. We will create a service tailored to your organisation and structured to deliver to support where you need it.
Specialist outsourced HR services – we can help
Through our outsourced HR and shared services, LLM Consulting Group helps organisations of all sizes meet their employer obligations and deliver the best in HR practice. As part of our fixed-fee outsourced HR service, we offer clients unlimited access to a dedicated team of qualified, experienced HR professionals, enabling your organisation to benefit from complete and compliant workforce management. As a complete employer solution, we can deliver the full HR need or specific HR services, functions or processes, such as:
- Payroll, rewards and benefits
- HR policy management
- Employment & immigration law compliance
- Recruitment & on boarding
- Performance management
- Learning & development
Whether your in-house HR team is overstretched, you have no internal HR resource or capability or you want expertise in a specific area of HR, we can help, providing day-to-day assistance and access to HR specialists in areas of strategic or administrative need. We can support by:
- Managing specific HR activities and processes or through complete HR function outsourcing
- Managing the administrative aspects of your HR function on your behalf, such as dealing with employee queries
- Managing the HR infrastructure, including technical platforms
Our team of qualified HR consultants take a partnership approach, operating as an extension of your HR and management teams. We understand that engaging with an external provider should be a strategic decision.
You Need HR advisory support? We can help
LLM Consulting Group’s team of HR professionals offers a cost-effective HR advisory service tailored to address the operational and strategic HR requirements of your organization. Catering to employers of all sizes in Kenya, our comprehensive and adaptable HR advisory service ensures compliant and efficient workforce management across various core HR functions and specialized areas. We can design a solution to suit your specific needs and to complement your in-house capability in areas such as:
- Access to our HR professionals through our HR advice helpline
- Guidance with every day, urgent or complex HR and employment queries
- HR investigations service
- Workplace dispute resolution
- HR documents, policy & procedure reviews
Strategic Partnerships
Our HR specialists work closely with our team of employment solicitors to provide holistic advice with full consideration of any legal implications and risk. In addition to our HR support service, we also provide strategic HR advisory services across highly-specialised, non-routine areas.
Working as your strategic HR partner, we can help you drive transformation and sustainable, positive outcomes in areas of strategic value such as:
- HR strategy development and alignment to organisational objectives
- Strategic workforce planning guidance
- Change management support
- Campaign support to tackle specific issues such reducing sickness absence
- Independent HR systems consultancy
- Employee engagement
- Reward and remuneration
- Recruitment
- HR benchmarking
To discuss how our HR advisory services could make a difference to your organisation through Cost-effective, flexible HR services and to meet your organisation’s operational and strategic workforce management needs, contact us.
Overview
HR faces a juggling act to meet mounting expectations of delivering organisational value as well as routine services that support the legal and administrative requirements of employing people. As organisations grow and workforce portfolios diversify, the complexity of those requirements increase, creating demand for expertise across more diverse areas of HR. Engaging external HR services professionals can help HR functions drive the organisation’s talent agenda by attracting and retaining a productive and engaged workforce while delivering high-quality people services that enable the organisation to focus on core activity. LLM Consulting Group offers adaptable HR services tailored to meet the needs of the Kenyan market, ensuring compliance with all aspects of human resources and employment law. We collaborate with your management and HR teams throughout the employee lifecycle, delivering strategic and operational HR advice to support the cultivation, development, and retention of a high-performing, engaged workforce.
Recruitment & Talent Acquisition
We deliver end-to-end recruitment solutions tailored to your organizational needs. The recruitment process is a source of increasing legal risk for employers but we can help you stay compliant.
Employers have to meet a growing number of legal duties during the recruitment and selection process. Employers must ensure their recruitment processes are fair and do not discriminate. They must also conduct mandatory pre-employment checks on all new employees and ensure compliance with data protection legislation. This can complicate what is already a delicate and often unpredictable process, leaving many employers at risk of inadvertently discriminating against job applicants or breaching their legal duties. Getting it wrong exposes employers to claims for discrimination, administrative fines and potentially criminal liabilities.
LLM offers full-time, temporary, as well as part-time staffing solutions to clients. Our services cover all aspects of recruitment, beginning with sourcing and hiring to the induction of staff. We get you the right talent for all designations at all levels, from entry level trainees to executive personnel.
Our recruitment processes are guided by professional recruitment and employment guidelines. Recruiting for a single role, whatever the level, can be a costly and time-consuming process for any organization and with no guaranteed success. In a dynamic market environment, where employers are competing with each other for the most competent talent at all levels, this becomes even more challenging. Our clients will only spare time to make the selection decision, saving you dozens of business hours that you can invest for strategic business functions. We listen to your needs, get to know your business and understand your detailed business strategy and vision.
How We Can Help
LLM supports employers across the Kenya employment space with advice on operating fair and compliant recruitment and selection processes, while ensuring focus remains on identifying and selecting the best candidates. We help HR and recruitment teams ensure practices remain within the law from the outset of the employee lifecycle – even before candidates are on-boarded and a contractual relationship is established. We advise on how to observe the legal protections afforded to job applicants and avoid inadvertently discriminating against candidates or breaching legislation at every stage of the recruitment process.
Scope:
- Executive search & Headhunting
- Bulk Recruitment & Talent Pipeline Development
- Competency-based interviews
- Psychometric assessments
- Employer branding advisory
Value: Access to top-tier talent, reduced hiring risks, faster turnaround.
Transfer of Employment and Outsourcing in Organizations
The Transfer of Employment and outsourcing regulations apply to employers of all sizes, both in the private and public sector and whether commercial or not for profit, where there is a relevant business transfer.
The regulations exist to ensure employers follow the correct legal procedure for a relevant business transfer, and that employees’ terms and conditions are preserved when their employment transfers to a new employer.
For both the old and new employer, it will be important to understand the employment liabilities relating to the transfer to avoid the risk of employment law claims.
Transfer of Employment and Outsourcing Legal Advice
Transfer of Employment and Outsourcing considerations are far-reaching, requiring specialist knowledge and experience to identify and advise on the full ambit of legal duties and liabilities. Specific areas of risk and consideration for employers relating to transfers include:
- Relevant transfers – While in some circumstances it may be obvious that transfer regulations applies, this may not always be the case. ‘Relevant’ transfers could include selling or buying part or all of a business as a going concern, outsourcing or taking over a lease or licence of premises to operate the same business from those premises. It is best to take advice in light of the specific transaction and relevant transfer to ensure lawful procedures are followed and employees’ rights are protected.
- Transfer of employment liabilities – Affected employees retain their rights to claim for unfair dismissal, redundancy or discrimination, or unpaid wages, bonuses or holidays and personal injury claims. Incoming employers will require full knowledge of existing, and assessment of potential, employment liabilities.
- Dismissals or Redundancies – Dismissals are deemed automatically unfair if the sole or principal reason for the dismissal is the transfer. However, dismissals may not be automatically unfair where the dismissal is for an economical, technical or organizational reason (an “ETO” reason) requiring a change in the workforce. Relying on an ETO reason will require professional guidance to avoid falling foul of this complex area.
- Changing employees’ terms and conditions – Attempts to change terms and conditions of employment where the sole or principal reason for the change is the transfer will be rendered void unless there is a valid ETO reason involving workforce changes. If changing terms unrelated to the transfer, or relying on changes under any regulation to make changes, take specific legal guidance to avoid future legal problems such as claims for constructive dismissal.
- Transfers and Data Protection – Transfers requires the outgoing employer to disclose specific ‘Employer Liability Information’, which includes personal data about affected employees. This is considered lawful disclosure of data under the Data Protection Act, where it is made 14 days prior to the transfer. Requests for additional or specific information relating to employees (such as absence records) should be considered under advice to avoid breaching duties under the DPA.
How We Can Help
LLM provides specialist legal advice to employers on the legal implications of Transfer of Employment and Outsourcing.
We can advise on all aspects of Transfer of Employment and Outsourcing and HR legal risk management including:
- Employee rights, both statutory and under the contract of employment, such as continuity of employment, pay and accrual of leave
- Outgoing employer duties, rights & powers such as disclosure of Employee Liability Information, duty to inform & consult with employees through appropriate elected representatives
- Incoming employer duties, rights & powers
- Redundancies & dismissals for ETO reasons
- Transfer of collective agreements
- Changing or attempting to harmonize terms and conditions post-transfer
We are experienced in advising both transferors (the outgoing employer) and transferees (the incoming employer) on the required legal process to follow and on their respective employment liabilities as triggered by the transfer. We can help to develop strategies that enable you to ensure full commercial benefit is derived from the transfer, by leveraging your powers and rights as an employer and managing the risk of more complex requirements such as varying employee terms or redundancy.
HR Compliance & Labour Law Advisory
We support employers in ensuring full compliance with labour and employment laws in the country of recruitment or assignment. LLM helps clients ensure compliance with statutory regulations such as labour laws. We assist in the maintenance of registers, licensing, government inspections, etc. and offer companies advisory services on statutory compliances and associated tasks. Our HR professionals have a full understanding of employment law and the regulatory requirements of a business associated with staff. This enormous area shouldn’t be underestimated; an unfair dismissal claim can be an expensive mistake. The complexities of employment law aren’t effective time management, and it’s costly for the business when something goes wrong. Outsourcing your HR needs lets business leaders concentrate on growing their business. Having someone to look after employee-related matters, from absence management through parental leave policies and beyond, will keep your business compliant and your employees more engaged. HR management helps bridge the gap between employees’ performance and the organization’s strategic objectives. HR professionals work towards making the organization compliant with employment laws, as well as maintaining records of hiring processes and applicants’ log. HR is a critical business function that helps companies succeed in hiring employees, keeping them engaged, and supporting their growth and development.
Scope:
- Drafting & Review of Employment Contracts
- Drafting & Review of HR policies
- Drafting & Review of Standard operation procedures
- Disciplinary & Grievance procedures
- HR Legal Audits
- Advisory on separation, terminations, Redundancy & Disputes
- Employee handbook.
- Organizational chart.
Value: Risk mitigation, legal compliance, and protection from litigation.
Compensation, Benefits, Employee Retention, Job Structuring
Our consultants understand the noble role in compensation and benefits. They are responsible for devising compensation strategies, performance management systems and compensation structures, as well as negotiating pay and benefit packages with potential employees.
Our Human Resource consultants work towards reducing costs in recruitment and retention. Our professionals are trained to conduct efficient negotiations with potential and existing employees, as well as being well-versed with employee benefits that are likely to attract quality candidates and retaining the existing workforce. We are responsible for conducting activities, events and celebrations in the organization which gives way to team building opportunities. Moreover, it enhances interactivity within employees and instils a sense of trust and respect among peers.
Given that we spend more than a third of our lifetimes in the workplace, it is important employees feel happy and connected in the place they work. If they don’t, then you have a staff retention problem on your hands, or at the very least you will encounter issues of presenteeism and absenteeism. Employees that don’t mesh well with the values of your organization won’t be satisfied in their jobs and have the potential to create a toxic work environment and are more likely to leave. Employee grievance management services of LLM include disciplinary and grievance investigations and consulting. We help companies deal with grievance complaints, manage associated legal processes and documentation, in addition to providing guidance on grievance solutions.
Ensuring engaged employees ensures the success of a company. This is because engaged employees promote positive customer experiences that in turn result in better financial outcomes and a loyal customer base. LLM helps companies ensure employee engagement by managing disparities between the individual needs of their employees through better stress management, analysis of policy shortcomings, promotion of work-life balance among employees, and streamlining individual objectives with that of the company’s. By outsourcing their leave management needs, companies can simplify their leave tracking process. We help companies track all kinds of employee leaves easily, update managers on leave associated notifications and tasks, and analyze leave statistics of the company. Our consultants ensure that issues and conflicts are resolved effectively, by approaching the problem with an unbiased attitude and encouraging effective communication to reach a solution and/or employing alternative dispute resolution mechanisms. In addition, our consultants help employees understand various ways of developing effective work relationships and the importance of not letting personal judgement affect their behaviour. We design competitive and equitable reward systems.
Our Scope:
- Salary benchmarking & market surveys
- Job evaluation & Grading Structures
- Pay Structure Design
- Incentive & Bonus Schemes
Value: Attract and retain top talent while maintaining internal equity.
Performance Management & Strategic Management system
We align employee performance with organizational goals. LLM helps clients get the best out of their employees by implementing a robust, well-designed performance management system. In doing so, businesses benefit through improved employee productivity, freeing up more time for managements to work towards the strategic goals of the company. We believe strategic management is an important aspect of any organization and plays a vital role in human resource management. Human Resource managers manage strategies to ensure the organization reaches its business goals, as well as contributing significantly to the corporate decision-making process, which includes assessments for current employees and predictions for future ones based on business demands.
Scope:
- KPI development & cascading frameworks
- Appraisal system design
- Balanced scorecard implementation
- Performance improvement plans (PIPs)
Value: Improved productivity, accountability, and measurable results.
HR Audits & Organizational Reviews
We assess the effectiveness of your HR systems and structures. Employment audits are a critical tool for proactive and effective HR compliance management. Our HR audit service helps to reduce legal risk. Effective risk management is built on an understanding of organizational weaknesses and capability. HR audits are an effective way to identify and manage current and potential risks relating to employment law and people management. While an HR infrastructure of policies, documents and procedures can help employers manage employment risks and meet their legal obligations, employment law is subject to constant change, and with it, the requirements on employers are also continually shifting. This creates a need for employers to take a proactive approach to regularly reviewing and updating HR documentation and processes to ensure continued compliance.
Our HR audit service is highly valuable in ensuring our clients’ policies and practices are fit for purpose and in full compliance with government employment law.
Effective auditing is a regular exercise, to keep pace with changes in the law and employers’ responsibilities.
We will then examine in detail HR documentation and processes as identified in the scoping exercise, which could include:
- Recruitment & Onboarding e.g. job descriptions, employment contracts, handbooks, induction & training
- Employee working hours, pay & benefits e.g. pay reviews & structures, sick pay and leave, flexible working policy, benefits & membership schemes
- Employee Relations e.g. Employee Policies, Performance Management, change management & communication
- Discrimination & Harassment e.g. policy, training
- Data protection e.g. Record Keeping, Personnel Records, Privacy
- Exit procedures e.g. Exit Interviews, Terminal leave
We will summarize our findings and analysis in a final report, benchmarking against industry standards and making recommendations for areas that need improvement or updating to remain compliant.
The audit report will be an insightful reference document, offering value in both due diligence and risk management terms and enabling informed executive decision-making.
How We Can Help
LLM offers a specialist employment audit service for employers. We can support your organization in conducting your own HR audit internally, or we can carry out the full audit on your behalf.
We tailor our approach to suit your specific needs and focus. We understand the questions to ask, the information look for and where risks can arise.
Through our audit service, you will gain assurance that your HR documentation and processes are:
- Compliant and up to date with current employment case law and legislation.
- Optimized and in line with best practice.
- Aligned to your organization’s objectives and strategy.
Our Scope:
- HR policy and compliance audits
- Organizational culture assessment
- Employee satisfaction surveys
- HR maturity diagnostics
Value: Identify gaps and implement best practice HR systems.
HR Strategy & Organizational Design
We believe in aligning human capital with business objectives. Executive development can enhance leadership performance and morale. We can support with senior talent development.
In any organization, the management and leadership cohort are a defining factor in achieving optimal workforce performance and driving business value. It is the executive’s role to lead and inspire their teams, to maximize productivity and ensure contribution to organizational objectives. This will only be possible where executives are equipped with the skills to future proof capabilities and leverage human talent and other resources against relentless environmental disruption and internal changes. Through management and leadership development programmes, organizations can help support their current and future leaders to improve executive impact, productivity and loyalty, and support succession-planning strategies.
How We Can Help
At LLM, we support employers through a wide range of HR training programmes, including bespoke management and leadership development aimed at improving individual, team or organizational performance. We can help to assess your executive training and development needs, identifying key individuals’ abilities and making recommendations for improvement. Depending on your requirements, we can devise career development plans and develop group or individual training and leadership programmes to support your executives in reaching their potential.
Topics for management and leadership training could include:
- Leadership through change
- Motivation and engagement, leading with vision and purpose
- Decision making through uncertainty and ambiguity
- Mentoring & coaching talent
- Succession planning
- Building influence
We have experience of working with organizations of all sizes and across a range of market sectors. We offer training in a variety of formats to suit your organization and employees, including practical workshops delivered onsite, or webinars and e-learning accessible at your convenience.
Scope:
- HR strategy formulation
- Organizational restructuring
- Workforce planning
- Succession planning
HR Technology & Digital Transformation
A Human Resource Integrated Management Software helps in facilitating daily HR administration and enabling employee self-service. A HR software streamlines human resources through personnel tracking, payroll, benefits, recruiting, onboarding, learning and development. Successful HR system projects demand highly-specialized technical knowledge and people skills. Our HR systems consultants can help.
When selecting an HR system there are numerous organizational and technical issues that must be identified and addressed as part of the selection process and subsequent implementation. Given the levels of investment in time, money and resource terms, organizations must feel confident the selected system will meet the organization’s needs and drive optimal return. It can be challenging for in-house HR practitioners to keep pace with advancements in HR systems, solutions and providers, and to determine which solutions offer the best match with organizational needs.
Engaging an independent, HR systems consultant can help organizations where relevant expertise and experience does not exist in-house or to help avoid diverting valuable HR resource from operational and service demands.
Considerations when procuring HR systems
HR systems projects will be determined by a number of critical success factors:
- Understanding the HR need – In many cases, the real value of engaging an HR systems consultant is in the initial formative stages, and helping to determine the specific requirements to be met. This will shape the selection criteria.
- Understanding of the HR Software Market – Knowing what is available, what works, what supports best practice, core and advanced functionality, knowledge of price points, service standards and other practical implications such as integration restrictions all form key systems selection criteria.
- Stakeholder objectivity – HR systems procurement will necessarily require engagement with multiple internal stakeholders, each with differing and potentially conflicting needs and expectations. An independent consultant offers much-needed objectivity in establishing priorities for the organization as a whole, without bias towards a specific function or role.
- Systems objectivity – Independence will also be critical when evaluating potential suppliers and solutions against the organization’s needs.
How We Can Help
LLM’s team of HR consultants help employers evaluate, select and implement HR systems in support of organizational objectives. We combine exceptional product knowledge with HR best practice and expertise in delivering highly-specialized, non-routine technical HR projects.
Our HR system consultants have extensive experience and understanding of the HR systems market and emerging technologies, providing specialist, independent insights and actionable advice on everything from functionality evaluation to effective implementation and change management.
Whatever the drivers for investing in an HR system, whether you are seeking cost reductions, process efficiencies or enhanced compliance, workflow management or automation, improved collaboration and data sharing or document storage, we can help you prioritize requirements and define a specification against which potential solutions will be assessed. We will help you formulate the requirement and identify critical functionality needs. We will evaluate potential systems against the selection criteria and help to identify potential suppliers that match your needs and budget.
Scope:
- HRIS & payroll system implementation
- Automation of HR processes
- HR analytics dashboards
- Employee self-service portal.
- Virtual assistants and chatbots for employees.
- Employee database.
- Employee profiles.
- Employment life cycle transactions.
- Employee benefits.
- Reporting and analytics.
Restructuring in Organizations
We support employers in managing the employment legal risks of restructuring and reorganization as they maintain they focus on the commercial objectives. Changing the organizational structure, whether through restructuring, reorganizing, downsizing or streamlining operations, is inevitably a complex process, involving considerable legal risk. Where the change involves reduction of headcount, changes in organizational roles or redundancy, employers have to ensure they are following the correct legal procedures and meeting employees’ rights. Taking specialist advice from the outset can help protect your business from the employment risks of restructuring, including potential unfair dismissal claims and employment and labour court proceedings.
Restructuring: Employment Legal Advice
Our employment legal advice supports the corporate elements of any restructuring process. We will first look to understand the wider commercial objectives that are driving the change, whether it is cost-cutting, to improve operational or tax efficiency or in preparation for a sale or acquisition.
We then look at strategies, implementation and overall legal risk management relating to the human resource aspects of the programme. This includes assessment of all other potential courses of action to avoid termination of contracts:
- Redeployment – are there alternative, suitable roles within the organization that can be offered to ‘at-risk’ employees?
- Voluntary redundancy – if enough employees volunteer for redundancy, this could reduce or potentially negate the need for the compulsory redundancy process? Or where too few employees volunteer, the compulsory process will need to be followed nonetheless.
- Outsourcing – if parts of the business are to be outsourced, will this trigger legal issues if employees are to transfer to the new employer?
Where redundancies are unavoidable, we provide specialist advice to ensure legal compliance through a fair, competitive selection process.
How We Can Help
LLM employment lawyers are experienced in advising companies on the people-related risks of restructuring programmes.
With substantial experience in company reorganizations, our lawyers understand the importance of commercial drivers and the sensitivities surrounding organizational change and restructuring decisions, delivering advice that is pragmatic, commercially viable and legally compliant.
We can guide you through the legal process of reorganizing, restructuring or making redundancies, to ensure continued compliance, risk mitigation and supporting fair treatment of affected employees.
We can advise your HR and management team on all aspects of restructuring, from programme strategy, design and implementation, to include:
- Examining all potential HR strategies and solutions to support the organizational change e.g. redeployment of personnel, use of voluntary and/or compulsory redundancies, outsourcing and other transfer implications
- Identifying which employees will be affected
- Identifying who to inform and consult with e.g. employees, trade unions, employee representatives
- Guidance through redundancy process including consultations, notice periods, pay & leave entitlements
- Drafting legal documentation such as settlement agreements
Change Management & Transformation
People-related risks are at the centre of any change management initiative. We can help manage legal risk to drive effective change.
Change management demands that HR ensure employees are sufficiently informed and ‘bought into’ the change, and that momentum is maintained post-implementation for sustainable and positive adoption. But the reality of managing, enabling and supporting change management programmes is often challenging for HR teams where there are limits to internal capacity or expertise.
Change Management Considerations for HR
Change is a pervasive feature within organizations. Whether in response to external forces or internal mandates, organizational changes demand specialist expertise to ensure successful outcomes are achieved.
But change management is commonly cited as a key concern for employers across the economy. Failed change management initiatives can significantly impact organizations, wasting resources, time and effort, demotivating employees and limiting the potential of an organization and its people.
How We Can Help
At LLM, we support employers with all HR aspects of effective and impactful change management initiatives.
Our specialist team of HR professionals work with management and in-house HR functions to provide expertise and guidance across the employee engagement and communication need, through the change process into implementation and follow up training and support.
As a team of experienced HR professionals, we bring critical skills, knowledge and behaviours that facilitate effective change.
There is no one-size-fits-all approach to change management. Every organization is unique and every change will impact teams and individuals in different ways.
We will work with you to devise tailored support, including guidance on strategies for change and optimal use of HR tools, techniques and best practice to ensure a smooth transition and successful implementation.
Scope:
- Restructuring & transformation support
- Culture change programs
- Communication frameworks
Workplace Investigations in Organizations
Workplace investigations must be conducted properly to avoid legal and reputational repercussions.
What is a workplace investigation?
A workplace investigation is used to establish the facts relating to significant wrongdoing, misconduct or ethical lapses at work, usually as part of the organization’s grievance and disciplinary procedure. The investigation findings are used for the employer to make an informed decision on the matter.
What are employees’ rights during an investigation?
Employers must ensure that the investigation process is fair and confidential, that any relevant internal policies are followed, that as much evidence and information is gathered as possible to support informed decision-making, and that the process is not designed to prove guilt but to establish full facts.
How do you conduct an investigation at work?
First, establish if an investigation is necessary, then scope out what is to be investigated before fact-finding and gathering evidence. The findings should form the basis of a report which the decision-maker uses to determine the outcome of the investigation, which may be disciplinary action or other relevant follow up activity.
The purpose of an HR investigation is to enable the employer to understand the full facts of a matter or incident and allow fair, objective and informed decision-making to bring the matter to a conclusion. But workplace investigations present considerable risks for employers. HR investigations have to be handled fairly and employers should follow Employment Act on disciplinary and grievance matters. Mishandling an employment investigation can influence the outcome and impact of a workplace dispute, and the process followed may be subject to future scrutiny should the matter result in a Employment and Labour Relations Court claim. Failure to follow a proper investigation process can lead to tribunal claims and allegations of unlawful discrimination, detriment on the grounds of whistleblowing, data protection breaches and defamation. Handling workplace investigations correctly is not only a legal obligation; consistent and fair treatment of employment investigations is important in promoting positive workforce relations.
Independent HR investigation services
Conducting an employment investigation internally is not always a practical or appropriate solution. In-house HR teams may lack the bandwidth, expertise or experience of conducting internal investigations, particularly where the dispute is complex or sensitive in nature. The investigator should not be involved in the matter that is subject of the investigation, or in the final decision-making process, to ensure fairness and credibility. And since every investigation is different, multiple issues can arise, requiring specialist insight to ensure the organization complies with its obligations throughout the process. In these circumstances, it makes sense for employers to work with external, Independent HR Investigation Specialists.
How We Can Help
At LLM, we have substantial experience in supporting employers with all types of workplace investigations. As experienced independent HR investigators, we help employers comply with their legal obligations while supporting positive workforce relations. Acting in an ethnical, transparent manner and with the utmost care and confidentiality, our team of specialist employment lawyers and human resource practitioners provide a fully comprehensive independent investigation service covering all manner of workplace disputes and allegations including:
- Grievance and disciplinary matters
- Bullying and harassment
- Compliance concerns
- Serious incidents
- Whistleblowing
- Company policies & procedures concerns
We bring together an in-depth understanding of the Employment Act guidance with technical employment law knowledge on issues such as legal privilege to deliver a transparent, robust and cost-effective investigation on your behalf:
- Gathering evidence
- Conducting witness interviews
- Matters involving criminal proceedings
- Producing investigation report
- Upholding confidentiality
- Objective, transparent & Employment Act compliant
Whether you’re a large organization and your HR team does not have the capacity to take on an investigation, or if you’re a smaller employer without the expertise to conduct a fair investigation, we can help. We will carry out the investigation efficiently and with minimal disruption to the daily operations of the organization and present the findings within a comprehensive report with conclusions, which can be relied on by the organization to make a fully informed decision on the matter.
Trade Unions in Organizations
Effective working with trade unions requires specialist expertise across communication, collaboration and compliance. We can support with managing trade union relations. If your organization recognizes a trade union, you will be under certain duties to notify and consult with a trade union, including instances of collective redundancies, transfers of business ownership and certain changes to pension schemes. Failure to inform or consult can impact workforce relations and result in financial penalties. Whether you are negotiating working conditions, for example pay and holiday, discussing changes to your employees’ terms and conditions (collective bargaining) or responding to threats of industrial action, industrial relations require a clear process framework, skillful handling and clarity of objectives for your organization.
Working with Trade Unions
Working with trade unions requires knowledge not just of the legal rules and procedures; it also requires consideration of the reputational risks of mishandling negotiations or a dispute. Further issues for employers include:
- Collective Bargaining Agreements (CBA) – A clear and up to date collective agreement will provide the most effective framework for governing the relationship and setting expectations as to union involvement and engagement.
- Proactive – It is possible to make voluntary agreements with unions to regularly inform and consult them about business and workplace issues.
- Clear strategy – Ensure management is agreed and clear on the strategy to take in any trade union negotiation or dispute. U-turns under pressure will undermine future negotiation position. It is important to mean what you say. The stance taken by an organization in any negotiation or dispute will influence perception and reception in future dealings.
- Political agenda – Consider the wider political agenda driving the union position. This will heavily influence the prospects of achieving compromises.
How We Can Help
LLM can support organizational management and HR professionals working with trade unions to manage relations and specific industrial issues.
We can provide ongoing guidance to help improve relations with employee representatives. We also support with negotiations for routine matters and in cases of immediate industrial relations issues or threats of action.
We can provide guidance on:
- Information to provide before collective bargaining e.g. company profits, assets and liabilities
- Notifying and consulting about major organizational changes
- Negotiating working conditions
- Running the check off
- Time off rules for union related activities
- Prevent discrimination against employees for union membership
- Applications for unions recognition and de-recognition
- Dealing with the threat of or challenging industrial action
- Use of injunctions
Overview
LLM offers HR audit framework that reflect on the current business landscape, ensuring effective and compliant HR practices. Our audit services provide an objective evaluation of your HR policies, procedures, and strategies, aligning them with legal requirements and business goals. Our audit examines various HR functions, including recruitment, performance management, compensation, and training. Through document reviews, surveys, interviews, and HR metrics analysis, we identify gaps and opportunities for improvement. We then offer tailored recommendations to enhance efficiency, reduce costs, and minimize legal risks.
Our team of HR consultants, certified by the Kenyan Human Resource Management Institute (KHRMI), brings extensive experience working with Kenyan employers across diverse sectors. We also serve domestic clients, providing specialized HR solutions to address their unique requirements within the Kenyan market.Top of Form We offer the full HR capability, and can tailor our HR services to a level that best meets your needs, either as an extension of an in-house function or to manage your entire HR need in areas such as:
- Helpline for unlimited HR and employment law advice
- Guidance and review of HR documentation, policies & procedures
- Support with complex, sensitive HR issues
- Performance & absence management
- Workplace dispute resolution
- Senior level exits
- Settlement agreements
- Redundancy programmes
We also provide specialist tribunal representation where you are facing an employment claim.
In addition to our support services, we also act as a strategic HR partner, delivering insight and guidance in specialist areas and for non-routine HR projects such as:
- HR systems & technology
- HR audits
- Diversity programmes
- Immigration
- Global mobility
- Reward & recognition programmes
- Change management
- Reorganisations, restructuring & labour laws
- Employee engagement
Whatever your people objectives, our HR specialists can help you achieve your goals. To discuss how LLM Consulting Group can help your organisation with our HR services, contact
Additional Services
Human Resource Strategy
Expert Advisory
We offer expert guidance to help you deliver organisational value through high-impact people strategies. Out of our experience we know that people-related risks are at the centre of any change management initiative and by this fact we support employers manage risk to drive effective change.
Change Management
Change management at the work place
By navigating change management necessitates, we ensure employees are adequately informed and engaged in the change process, with sustained momentum post-implementation to ensure long-term adoption and success. Our consultants are also aware that the practicalities of managing, enabling, and supporting change initiatives often present challenges for Human Resource teams, particularly when internal capacity or expertise is limited.
Change Management dynamics
Our consultants are quite aware that change represents a pervasive aspect of organizational dynamics. Whether prompted by external pressures or internal imperatives, organizational changes require specialized expertise to ensure successful outcomes. However, change management consistently emerges as a primary concern for employers across various sectors. Failed change initiatives can exact a substantial toll on organizations, squandering resources, time, and effort, while also demoralizing employees and constraining the organization’s and its people’s potential.
Organizational Dynamics
Our consultants have developed a number of considerations that can help create effective change programmes:
- Early Engagement: – Involving employees early in the process supports better engagement and change success. This involves being open about why the change is happening and why it is necessary or preferred to the current status quo.
- Give Individual Context: – Impactful communication will emphasise what the change means for employees on an individual level. This is about giving individual context to improve employees’ connection to and understanding of the changes.
- Be open to objections: – Through the change process employers should invite meaningful and open dialogue with employees, making them feel comfortable and able to raise concerns or objections. This is invaluable insight into potential barriers to adoption, which can then be tackled head-on to improve change engagement.
- Alignment to culture: – If change is to result in transformation, ensure there is clear alignment to aspirational features of organisational culture.
- Key learnings: – Throughout the process, capture, measure and monitor activity and performance. This will offer invaluable learnings for future change projects.
LLM Consulting Group: Your Strategic HR Partner.
We combine expertise, technology, and people-centric solutions to help organizations attract, retain, and develop talent while achieving operational excellence. Whether you need specialist advisory, outsourced HR services, or leadership coaching, we provide tailored solutions that deliver impactful, measurable results.
Contact us today to discover how LLM Consulting Group can transform your HR function into a strategic advantage.
