What industries do you have experience in?

We work across a broad range of sectors including finance, property, manufacturing, engineering, logistics and childcare.

Can you tailor your HR services to our specific business needs?

Yes. The HR services you need will depend on where you are as a business, what your future plans are and what resources you have internally.

What is your track record with similar-sized businesses?

We have been operating for 20 years. Many of our clients who joined us in the early years are still with us!

Can you provide references or case studies from previous clients?

Yes absolutely. Call us and we can introduce you, or check out our TrustPilot reviews here: P3 People Management Reviews | Read Customer Service Reviews of p3pm.co.uk (trustpilot.com)

How does your service delivery model work?

With our retained HR Admin, HR Advisory and HR Business Partner services you get a dedicated HR consultant assigned to your business. We behave as one of your own!

As a pay-as-you-go client, you get a dedicated email address to send all queries to and these are addressed on a daily basis by a consultant depending on skills, experience and availability.

Can you assist with developing or revising our contracts of employment and HR policies?

Absolutely, these are key documents in setting good foundations for great people management.

Do you offer on-site HR support, or is it all remote?

We can be onsite as and when needed. We can build this into your plan so you can manage your budget effectively or you can use this service as and when needed.

How flexible is your service offering?

You can scale up or down as your business grows or changes. We believe this flexibility is critical to our clients.

What is the pricing structure for your services?

Our retained fees are fixed monthly based on a per-employee headcount fee. Additional services are usually charged on a fixed-fee basis, agreed with you in advance and depending on the specific project.Pay-as-you-go HR Admin and HR Advisory Services are based on an hourly fee. 

What HR software or technology platforms do you use?

We are able to offer 2 very different platforms through our partners: MyHR system and Hi Bob. (links to the page) Which one is right for you depends on the size of your organisation, what you want the system to do for your organisation, how you want it to integrate with other systems etc.

Why should I have a HR system?

We believe this is an essential tool for any organisation aiming to stay competitive and efficient.

• Easy access to all your employee data in one place

• Ensure compliance with legislation

• Efficiency in HR processes with automation saving time and money

• Enhanced employee experience

• Better decision making with data analytics

• Accurate payroll and benefits administration

• What employee KPIs are important to monitor?

• Absence, turnover, performance, age, gender, diversity.

How long does it take to set up a HR system?

You can be up and running in 4 weeks. The key is allowing us access to the data and giving us time with you to ensure we capture your needs and ways of working so it works right for you.

Is this expensive?

We offer the two options because we recognise that budget can be a key driver in decision making. Costs are based on employee headcount so contact us for a demo and quote.

What security is in place for their information?

Both systems have advanced security measures and back ups to ensure compliance with legal requirements and best practices, ensuring your data remains secure and accessible to you from anywhere.

What benefit will HR Admin service have to our business?

Our comprehensive HR Admin service has been designed and indeed evolves with our clients needs in mind. Find out more here: (link)

Do we have to have a HR system with the admin service?

No, but it is like having cheese without biscuits or tonic without gin!

What happens if my designated Consultant is away or off sick?

Our systems and ways of working mean that we do not drop a beat. Your service continues seamlessly. Ask us about our holiday handover process – it works a treat and every business should have one!

What type of reports and data insights will you provide on HR metrics?

With access to your HR system, we provide monthly payroll reports (with starters, leavers, sick pay deductions, maternity leave notes) to ensure you have the right information for the important pay day. We can also provide a meaningful dashboard of data with recommendations to assist in decision making such as how do we provide benefits that are meaningful too.

How do you mitigate risks related to employee terminations, TUPE, or redundancy processes?

We understand that risk is the main focus for our clients. Our approach in these situations is one of ‘winning hearts and minds’. The process is just a process, what makes the difference is how it is delivered (with them, not to them), how the message is communicated, how we listen to the individual going through the process and how we manage their expectations.  This is not pink and fluffy, this is commercial.

How do you support day-to-day HR activities (e.g. disciplinary procedures, employee disputes)?

We support the line managers in delivering effective communication from the outset, nipping issues in the bud informally where possible (saves time and reduces risk).  Where there is a need for formal processes, we take the role of trusted advisor, sounding board, provider of documentation, coach and critic! 

Practically, we support the management team every step of the way - we can conduct the disciplinary meetings for you if needed, however we know we add the most value when we coach your managers to be able to have the conversations themselves. That’s all part of their management development.

How do you ensure compliance with UK employment laws and regulations?

We keep up to date with all changes to legislation through our close contact with solicitors and barristers as well continuous development as part of our CIPD membership.  We ensure that key changes and how they might impact our clients are communication widely to our clients

We haven't had an outsourced HR service before, why should outsource now?

• Cost saving

• Access to expertise

• Focus on core business

• Improved compliance

• Scalability and flexibility

• Outsource your risk

• Objective HR management

• Reduced administrative burden

• Improve employee engagement

What qualifications and experience do your consultants have?

All our HR and L&D consultants are qualified with The Chartered Institute of Personnel & Development. We have worked in a range of sectors and sizes of organisations and have over 90 years’ combined experience to share with you.

Why should I pick P3? What makes you different?

We are a small, owner-managed boutique consultancy with 20 years of experience across multiple sectors. We focus on what you can do, not what you can’t. We live by our values and ultimately we know we make a difference to every business we work with.

What does P3 stand for?

Have a chat with our MD Charlotte Dean and ask her! Book time with Charlotte Dean: People & business

What does this service include?

• Creation of a people plan / strategy

• Employee engagement initiatives

• Motivating and engaging your workforce

• Conducting feedback surveys, interpreting and presenting the results

• Succession planning and employee retention

• Reorganisation, restructure and redundancy

• Creating and implementing a learning and development strategy

• Pay, reward and benefits programmes

• Interim HR support.

How do you ensure that outsourced HR services align with our company culture and values?

By spending time with you, your senior management team to fully understand your vision, purpose, values and ways of working. We are also brave enough to say if we do not feel we are the right fit for your business.

Can you help with initiatives related to diversity, equity, and inclusion (DEI)?

Absolutely. We work with a wonderful partner in this space too who brings a wealth of expertise to enhance our team. This is key area of focus for 2024/5 and it impacts on all areas of the people lifecycle – giving this the attention is deserves will make a difference to your bottom line.

Can you assist with talent management and succession planning?

Yes, there are so many tools and techniques we could suggest. The 9 box grid is one of our favourtites, however it is important to ensure this is set up to meet the success measures and needs of your business (skills and behaviours).  The use of 360 feedback for management and leadership roles is a must – provide the individual with a holistic picture of self and where they need to focus.