People & HR

Your people infrastructure,
built to keep pace with your growth

Employment contracts, onboarding frameworks, leave and performance policies, and headcount cost modelling — we put the right structures in place so your team grows on solid ground, not assumptions.

Employment Contracts

A poorly drafted employment contract is a liability waiting to surface. We prepare compliant, commercially sensible contracts that protect your business, set clear expectations, and hold up if things go wrong.

What's included

  • Full-time and part-time employment agreements
  • Casual and fixed-term contract preparation
  • Contractor and consultant agreements
  • Confidentiality and IP assignment clauses
  • Restraint of trade and non-solicitation provisions
  • Award and enterprise agreement alignment
  • Contract review and redline of existing agreements

Why it matters

  • Misclassifying employees as contractors triggers ATO and FWO exposure
  • Vague termination clauses increase unfair dismissal risk
  • Missing IP clauses can leave your business without ownership of its own work
  • Award non-compliance creates underpayment liability — often retrospective

Expected outcomes

01
Contracts that protect your business, not just tick a box
02
Reduced risk of disputes at termination or resignation
03
Clear obligations for both parties from day one
04
Compliance with Fair Work Act and applicable Modern Awards

Onboarding Frameworks

How you bring someone into your business sets the tone for everything that follows. A structured onboarding framework reduces time-to-productivity, lowers early attrition, and ensures every new hire starts with the information and tools they actually need.

What's included

  • Onboarding checklist and timeline design
  • Day one, week one and 90-day induction structure
  • Role-specific task and access setup guides
  • Compliance training requirements and scheduling
  • Probation period framework and review milestones
  • Manager guides for conducting onboarding conversations
  • Digital onboarding form templates and documentation

How it works

  • We map your current process and identify gaps
  • We design a framework scaled to your business size and hiring frequency
  • Templates and checklists are built for your team to use directly
  • Handover includes a guide so the process runs consistently without us

Expected outcomes

01
New hires reach productivity faster
02
Consistent experience regardless of who runs the onboarding
03
Reduced early attrition from unclear expectations
04
Audit-ready records of induction and compliance steps completed

Leave & Performance Policies

Policies only work when they are clear, consistent, and actually used. We build leave and performance frameworks that your managers can apply confidently and your employees can understand without needing a lawyer.

What's included

  • Annual, personal and carer's leave policy documentation
  • Parental leave policy aligned to NES entitlements
  • Long service leave obligations by state
  • Performance management framework and process design
  • Performance improvement plan (PIP) templates
  • Disciplinary procedure and show cause process guides
  • Termination and redundancy process documentation

Who this suits

  • Businesses hiring beyond their first few employees
  • Founders who have been making it up as they go — and know it
  • Companies that have had a performance issue and no framework to handle it
  • Businesses preparing for a due diligence process or external audit

Expected outcomes

01
Managers handle leave and performance consistently and confidently
02
Reduced exposure to unfair dismissal and general protections claims
03
Policies your team will actually read and understand
04
A documented HR framework that scales as you grow

Headcount Cost Modelling

Hiring decisions are some of the most financially significant a growing business makes — and most are made without a clear picture of the true cost. We build headcount models that show you exactly what each hire costs, what your team costs in total, and what you can actually afford.

What's included

  • Total employment cost modelling — salary, super, leave loading, oncosts
  • Headcount budget preparation and monthly tracking
  • Scenario modelling — hire now vs. later vs. contractor
  • Team cost as a percentage of revenue and margin analysis
  • Payroll tax threshold monitoring by state
  • Workforce planning linked to financial forecasts
  • Restructure and redundancy cost modelling

What founders get wrong

  • Salary is only 70–75% of the true cost of an employee
  • Payroll tax thresholds catch businesses off guard as they scale
  • Hiring ahead of revenue without a runway model destroys cash
  • Redundancy costs are rarely modelled until they're unavoidable

Expected outcomes

01
You know the true cost of every hire before you make it
02
Headcount decisions are connected to your financial model, not made in isolation
03
No payroll tax surprises as you cross state thresholds
04
A workforce plan that your board and investors can interrogate