Case studies

Three years of retained HR and complete peace of mind

Pickard Electricals Ltd · Electrical services, SME

The challenge

A growing business with no in-house HR team. They needed reliable help with contracts and fast-moving employment law, without the cost of a full-time hire.

What we did

Retained HR support for over three years. We drew up new contracts for all staff, advised on every aspect of employment law and kept them up to date with each legal change.

The result

Contracts are current, the business stays compliant, and HR issues are dealt with quickly and professionally.

“It is a huge relief to have such professional and capable people on board and nothing is too much trouble for them. I would highly recommend their services.”Joanne Colley, Office Manager, Pickard Electricals Ltd

Building HR foundations from nothing

Engineering business · Engineering, SME

The challenge

No contracts, no policies and no HR processes. As the business grew, managers were handling people issues in different ways, and the risk was growing.

What we did

We drafted contracts, wrote the key policies and set up consistent processes. We gave quick day-to-day advice and were there on the front line when managers needed us.

The result

A proper HR foundation where there was very little before, and expert advice on hand whenever it is needed.

“Cheviot HR have added great value to our business, where HR has been limited in previous years.”Business Development Manager, engineering business

An HR function for a business that grew from 400 to 650 people

Multi-site glass manufacturer · Manufacturing, seven UK sites

The challenge

Around 400 staff, no dedicated HR, inconsistent paperwork and managers who had never been trained to manage people. Growth to seven UK sites made it far more complex.

What we did

We built HR from the ground up: contracts, handbooks and policies, management coaching across every site, a pay review and harmonisation programme, and a TUPE transfer. We then moved to a Fractional HR Director model with on-site consultant cover.

The result

A robust, embedded HR function that has grown with the business. Managers are more confident, paperwork is consistent and compliant across all sites, and the business is ready for the Employment Rights Act changes.

Job evaluation and pay harmonisation across seven sites

Multi-site glass manufacturer · Manufacturing, seven UK sites

The challenge

Years of acquisitions and growth had left different pay rates and contracted hours at every site. That meant equal pay risk, recruitment and retention problems, and unhappy staff.

What we did

We defined 47 roles and sent out 87 job evaluation questionnaires so employees were involved. Each role was scored and placed in pay bands with clear progression. We added retention allowances for critical roles, standardised hours, wrote every individual letter and briefed managers.

The result

The new structure went live in October 2024 and 172 employees received a pay increase. Pay is now transparent and the equal pay risk is much lower.

A fair, defensible pay structure for a four-home care provider

Not-for-profit care provider · Residential care, Northumberland

The challenge

Pay had grown up differently in each of four care homes. Across 27 roles it was inconsistent and hard to explain to staff or new recruits.

What we did

A 12-week programme using the Cheviot Job Evaluation Scheme, which scores six factors. We evaluated all 27 roles, built a grading framework, benchmarked against the market and wrote a pay progression and salary review policy.

The result

A transparent, legally defensible structure with clear grades and progression, and a solid base for recruitment, retention and equal pay.

An impartial disciplinary investigation, and the start of a partnership

Northumberland Glass · Manufacturing

The challenge

A sensitive disciplinary matter that needed an investigator with no connection to the business or anyone involved.

What we did

We interviewed everyone involved, reviewed the evidence and wrote a clear, fully evidenced report. Every party was treated with care and respect.

The result

The client was so confident in the process that they moved straight onto a retained HR arrangement.

“Their clear guidance, thorough approach, and calm handling of a sensitive situation gave me real confidence at every stage.”Abigail Adams, Director, Northumberland Glass

A grievance investigation the business trusted, even when it went against them

KP Simpson Ltd · Accountancy

The challenge

A team member raised a grievance against senior management. It was too close to home to investigate internally.

What we did

A thorough, independent investigation. We interviewed all parties, reviewed every document and wrote an in-depth report with no assumptions and no bias.

The result

The findings were accepted in full, including the parts that went against the employer. KP Simpson then took us on as their retained HR partner.

“Heidi acted in a very impartial and professional manner, and without taking sides, came to a correct conclusion.”Andrew Potts, Director, KP Simpson Ltd

Two linked investigations, handled separately and sensitively

Faith organisation · Third sector, North East

The challenge

A senior member of staff raised a grievance about a volunteer, and the same volunteer raised a complaint about the organisation. Both needed someone completely independent.

What we did

We ran the two investigations side by side but entirely separately. We interviewed everyone involved, agreed notes in writing with each person and reviewed all the evidence.

The result

Both reports were delivered within three months and accepted by the organisation, with clear recommendations for next steps.

A clean TUPE transfer after an acquisition

Manufacturing business · Manufacturing

The challenge

After buying another business, the client had to transfer staff under TUPE and restructure how a site worked, without unsettling either workforce.

What we did

We led the information and consultation process, wrote every communication, ran individual and group meetings, and designed the new working arrangements with management.

The result

The transfer completed cleanly and on time, the new ways of working bedded in, and there were no tribunal claims.

“Heidi helped with all the TUPE issues and integrating the new staff. We have found Heidi extremely professional and accessible virtually 24/7.”Owner, manufacturing business

A fair, compliant redundancy consultation

Social housing organisation · Community interest company

The challenge

A restructure put Housing Officer roles at risk of redundancy. Each person needed a fair and legally compliant consultation.

What we did

We designed the whole process: at-risk letters, one-to-one consultation templates for the manager and all the supporting paperwork.

The result

The consultation was carried out fairly and lawfully, and every affected employee was consulted individually and kept informed.

Culture change, cost savings and better performance

Food retail business · Retail

The challenge

Long-standing performance issues, rising costs and changes the business had put off for years.

What we did

We worked with the Managing Director and managers to bring staff on board with the changes, tackle performance issues, launch an engagement programme and build a leadership development programme.

The result

Significant cost savings, long-standing performance issues resolved, and a Managing Director able to step back and focus on the wider business.

“As well as making significant cost savings, we have addressed long standing performance issues.”Managing Director, food retail business

An eight-week programme to reset team culture

Care home team of 30 · Residential care, Northumberland

The challenge

Tensions within the team, behaviour managed inconsistently, and a culture that did not yet reflect the organisation’s values.

What we did

Leadership briefings, then small-group training for every member of staff on bullying and harassment, equality and inclusion, and resolving conflict. Every employee had a 360-degree appraisal, a one-to-one feedback session and a personal development plan, with mediation where needed.

The result

All 30 staff trained, every person with their own development plan, and a clear framework to keep the improvements going.

Listening to staff and acting on it

Workwear supplier · Manufacturing and distribution

The challenge

Poor communication, staff who felt unrecognised, uneven workloads and little sign of training or progression.

What we did

A two-stage engagement project: a staff survey, then one-to-one conversations. We turned the findings into clear actions on communication, recognition, resourcing, training and workplace behaviour.

The result

Better communication, higher morale, staffing that matches demand and a more professional, inclusive workplace.