Your HR function. Delivered by an experienced team.
TNSL provides a multidisciplinary HR team to build, manage and improve the HR capabilities your business needs. From policies and performance management to talent processes, organisation design, compliance and ongoing HR delivery, we bring together the people and processes required to make your HR function work.
Where your HR function stands
Scored across six areas of your HR function
- HR policies and handbook2/5
- Statutory compliance3/5
- Organisation structure2/5
- Performance management1/5
- Compensation framework3/5
- HR operations and data4/5
- 01Labour Code readiness review
- 02Key result area (KRA) framework for managers
- 03Grade and pay structure
Illustrative output of an HR diagnostic; red bars mark the priority gaps.
Two routes, one experienced team.
Engage us for a defined HR project, selected HR responsibilities or a broader outsourcing engagement. Scope, team responsibilities, governance, reporting and review cadence are agreed around your business.
Defined HR projects
Specific deliverables such as HR diagnostics, policy design, organisation restructuring, performance frameworks, compensation work, talent planning and compliance readiness.
Typical outputs
- HR diagnostic and a prioritised roadmap
- Policies and employee handbook
- Organisation structure and role charters
- Performance and compensation frameworks
Suits a defined gap, an audit finding or a restructuring.
Ongoing outsourcing
An ongoing, team-based engagement in which TNSL takes responsibility for an agreed scope of HR work, with defined deliverables, operating processes, governance, reporting and escalation.
Suits businesses that want a working HR function without building a large in-house team.
A multidisciplinary team behind your HR function.
Three things create continuity:
Multidisciplinary capability
An experienced HR team covering policy, organisation design, performance, reward, compliance and HR operations.
Defined responsibilities
Scope, responsibilities and deliverables agreed and written down before the work begins, so everyone knows who does what.
A common operating framework
Agreed governance, reporting, escalation and regular service reviews keep the work consistent from month to month.
Continuity of service
Your HR function depends less on any one individual, inside your business or ours, so the work carries on through change.
Capability areas, grouped the way HR works.
Use one area as a defined project, or several as part of an ongoing engagement. Typical deliverables are listed under each.
HR strategy and organisation
- HR diagnostics and auditsHR audit report and a prioritised roadmap
- HR policies and employee handbooksPolicy manual, employee handbook and standard operating procedures
- Organisation design and workforce planningOrganisation structure, role charters and a manpower plan
Performance and talent
- Performance management and appraisalKRA and key performance indicator (KPI) framework, appraisal calendar
- Compensation and benefitsGrade structure, pay bands and increment policy
- Talent strategy and succession planningCritical-role map, talent review and succession plan
Compliance and operations
- Statutory compliance and audit readinessLabour Code gap assessment and compliance calendar
- Employee lifecycle processesOnboarding-to-exit process maps and checklists
- HR operations and engagementEngagement plan, HR calendar and reporting pack
- Ongoing HR process managementRun by the team under the agreed governance model
How an engagement runs.
Every engagement starts with diagnosis and an agreed scope. The operating model, including team, responsibilities, governance and reporting, is agreed for each engagement.
TNSL’s five-stage model
- 01
Discover
Problem and opportunity; scope and approach
- 02
Diagnose
Data, process and current-state analysis
- 03
Design
Target model and solution design
- 04
Validate
Stakeholder inputs and market benchmarks
- 05
Implement
Implementation support and change management
Selected HR responsibilities or the broader HR function
- 01
Diagnose and scope
Responsibilities, team and governance agreed
- 02
Transition
Knowledge capture and a planned handover
- 03
Deliver
The team runs the agreed scope
- 04
Review and improve
Agreed reporting and service reviews
Steps 03 and 04 repeat: the team delivers, reviews and improves, then delivers again.
Built for Multiple Situations
If one of these sounds like you, start with a conversation about your HR function.
Growing and mid-size organisations
Professionalising an HR function for the first time.
Greenfield and new set-ups
Needing a working HR function from day one.
Organisations in transition
Driving change, greater agility or an HR overhaul.
Businesses handling HR without a dedicated team
Founders or finance teams running HR alongside other work.
Not sure where your HR function stands?
Start with a conversation with our HR Centre of Excellence. We’ll suggest what to fix first, and whether a defined project or an ongoing engagement fits better.