See real-world examples of the significant impact our HR consultancy services have had. Learn how we’ve tackled complex challenges, transforming HR practices and fuelling growth for businesses like yours.
Discover our tailored approaches and the remarkable results we achieved at these unique businesses.
Industry: Multicultural Communications
Employees: ~20
The Challenge
Ethnolink was navigating HR without an in-house resource (until they partnered with us). The CEO was juggling HR responsibilities alongside running the business, but wanted to step away from the people side to focus on growth and strategy. The company required someone to manage HR end-to-end, from compliance and policies to implementing strong systems for annual performance and salary reviews. However:
Initially, Ethnolink engaged us on an ad-hoc basis, purchasing HR documentation templates and utilising hours as needed. But as their requirements grew, documentation templates and hours continued increasing each month, it became clear that the HR Partner Plan would be more cost-effective and a strategic approach to managing HR.
The Solution: HR Partner Plan
Ethnolink transitioned to our 15-hour HR Partner Plan, which provided them with:
This model gave Ethnolink flexibility, expertise, and cost control, while ensuring HR was managed professionally and strategically.
The Results
By switching to HR Partner, Ethnolink:
And the journey didn’t stop there:
Ethnolink has now successfully moved to Phase 2 of the HR Partner Plan, rolling out a company-wide culture survey (free of charge when you move to Phase 2 of the plan). The result? A high culture score of 82% when benchmarked against ~5,000 SMEs within Australia, reflecting strong engagement and alignment. We’re so excited to continue supporting EthnoLink growth and watch their vision evolve.
Client Problem
The client was facing a significant challenge in managing an award classification dispute and back payment involving 70 staff members. The company required assistance to interpret the relevant award and correctly classify all employees, to appropriately back pay employees. The lack of proper HR compliance in areas such as employment contracts, policies and job descriptions compounded the issues the client was facing.
Our Solution
We took a systematic approach to help the client resolve the dispute. Over an 18-month period, we worked closely with the company and Fair Work to interpret the award accurately and ensure all employees were appropriately classified and paid in-line, if not above, the award minimum rates. This allowed the company to move forward with successfully back paying all 70 employees.
In addition, we completed an end-to-end overhaul of the company’s HR systems and processes, to ensure long term compliance and operational efficiencies. This included drafting new employment contracts and job descriptions for all employees, developing a comprehensive employee handbook covering all key policies, and implementing a HRIS/time and attendance system to streamline payroll and attendance tracking, which had the relevant modern award built into the system to avoid any further pay discrepancies.
Outcome
The client is now fully compliant with award entitlements and has clear processes in place for managing HR operations. Regular monthly HR meetings have been introduced, where proactive measures are discussed to ensure employee satisfaction and retention. The company has also started implementing a management KPI process and a staff recognition program, focusing on positive employee engagement.
With the award classification issue behind them and a solid HR foundation in place, the business has seen improved clarity, accountability, and no further issues with Fair Work. This has allowed the client to focus on supporting their staff and continuing to deliver high-quality services to their clients.
Client Problem
A fast-growing healthy frozen meal company had 25 staff members and no formal HR systems in place. As the business expanded, the lack of structured HR processes became a major challenge. There was no formal HR documentation and processes, which led to inconsistencies in employee management and a lack of clarity around roles and responsibilities.
Our Solution
We built the company’s HR system from the ground up. This included drafting tailored employment contracts for all staff, creating detailed job descriptions for every role, and implementing a structured performance review process. We introduced a goal-setting framework to ensure that employees had clear objectives aligned with the company’s growth. Additionally, we developed a comprehensive employee handbook, covering all necessary policies to ensure compliance and provide clarity for both management and staff.
To further strengthen the company’s alignment with its employees, we facilitated a business alignment survey. The survey measured satisfaction in key areas such as alignment with the business strategy, overall company performance, and team satisfaction. The initial survey revealed areas needing improvement, particularly in planning and communication.
Over the course of 12 months, we worked closely with the leadership team to address these areas. After re-surveying the team, we saw an impressive 8% improvement in overall satisfaction, the highest increase we had ever recorded, with 7% typically being the benchmark.
Outcome
Today, the company’s HR processes are fully operational and aligned with their business objectives. From structured performance reviews to clear job roles and policies, the HR foundation is solid, allowing the business to operate efficiently and with greater employee engagement.
With these systems now in place, the company only requires minimal HR support from us—just a few hours each month to maintain operations and address any minor issues that arise.
The Challenge
A growing filmography business with a fully remote team engaged The Save Group to update employment contracts and job descriptions. As the business evolved, the owner wanted clearer insight into engagement across a long-tenured team, with several employees having more than five years’ service.
The business had never conducted stay interviews or retention surveys, and key HR processes were informal. The owner sought structured feedback on employee experience while also creating an additional connection point within a remote workforce.
The Solution
The Save Group designed and delivered stay interviews with the five longest-serving employees. Discussions explored engagement drivers, development opportunities, role challenges, and early signs of disengagement.
Findings were consolidated into a retention report outlining key themes, insights, and an overall retention score, giving the owner clear visibility and recommended actions.
The Result
One employee recognised through the process that they no longer felt passionate about their role and wished to pursue a different career path. Due to strong loyalty to the business, they had been unsure how to raise this, and the owner was unaware of their intentions.
The Save Group acted as a neutral facilitator, enabling an open and respectful discussion. The employee offered an extended notice period, and we supported an end-to-end transition process, including structured handover and restructuring the business to fill this gap.
For the remaining team members, the retention insights informed a targeted action plan, including deploying a customer feedback survey, internal company newsletter, remuneration reviews with salary increases, and the introduction of EOS (Entrepreneurial Operating System) practices to improve clarity and accountability.
The client continues to partner with The Save Group and has retained the majority of its long-tenured team, supported by stronger people processes and clearer retention foundations. The stay interview process also enabled an amicable, well-planned exit that protected team morale, ensured business continuity, and demonstrated the value of proactive retention conversations.
Client Problem
In 2025, a waste management business approached The Save Group seeking advice on a proposed organisational restructure, driven by genuine operational requirements. Separately, the business was also managing ongoing concerns about an employee’s performance and conduct, which sat alongside the restructure rather than driving it.
At the same time, the employee had lodged multiple Fair Work applications, including a stop bullying application and later a stop sexual harassment order. These claims were not related to the restructure but added significant complexity and risk.
The employee continued to raise complaints aggressively, making it difficult for the business to progress confidently. The key challenge was exiting the employee due to genuine operational requirements, while ensuring the restructure was not perceived as retaliation for the claims made.
Our Solution
We supported the business by responding to each Fair Work application in line with required processes and timeframes. This included preparing detailed written responses, managing communications, and ensuring strict procedural fairness was maintained at all times.
In parallel, we worked closely with the business to assess its operational needs and prepared a clear and comprehensive business case to support a genuine redundancy. The business case outlined the restructure, the operational rationale, and why the role was no longer required.
We guided the business through consultation and execution of the redundancy process in line with Fair Work obligations. When the employee lodged a further general protections and adverse action claim, we worked alongside employment lawyers to prepare and submit a robust response.
Outcome
After an eight-month process, the matter was resolved through the Fair Work process, with an outcome the client was comfortable with. The business successfully completed its restructure, improved operational efficiency, and continues to engage The Save Group for ongoing HR support.
Client Problem
A landscaping business approached The Save Group in 2025 after receiving a sexual harassment complaint from a young apprentice. The allegation involved a middle-aged employee in a management position, creating a power imbalance and making the matter particularly sensitive.
The business operated in a male-dominated industry and the owner had no prior experience managing a complaint of this nature. They were unsure how to respond appropriately, while also wanting to support the employee who raised the concern, manage legal risk, and ensure the process was fair for all parties.
Our Solution
We managed the matter end-to-end as an external and impartial HR investigator. A formal grievance process was followed, beginning with a detailed meeting with the complainant to understand the concerns raised, explain the process, and provide support.
We gathered written statements, reviewed relevant evidence, and interviewed witnesses. The respondent was formally advised of the allegations in writing and given the opportunity to respond. All meetings were conducted confidentially and in line with procedural fairness requirements.
An investigation report was prepared outlining the findings, evidence considered, and conclusions. We worked closely with the business owner to determine appropriate outcomes and supported them to implement the final decision in a lawful and practical way.
Outcome
The client was confident the matter had been handled thoroughly, sensitively, and fairly. The complainant felt heard and supported, and the business was satisfied that due diligence had been followed and risk appropriately managed.
As a proactive measure, The Save Group delivered a professionalism in the workplace training session for the broader team. The workshop focused on appropriate behaviour at work events, power dynamics, and clear conduct expectations, helping to reduce future risk and strengthen workplace culture.
Industry: Disability Support
~50 Employees
A complex award classification and back payment issue involving 70 employees was resolved, with stronger HR systems, employment contracts, job descriptions, workplace policies and payroll processes introduced to support long-term compliance, clarity, confidence and operational consistency.
Industry: Frozen Meal Production
~50 Employees
HR systems were built from the ground up, giving the growing business clear employment contracts, job descriptions, workplace policies, performance review processes and goal-setting frameworks, while improving team satisfaction, communication, engagement, alignment and operational consistency.
Industry: Film Production
~15 Employees
Stay interviews helped the remote business understand employee engagement, support a respectful transition for one long-term team member, and strengthen retention planning for the wider team.
Industry: Waste Management
~5 Employees
The business was supported through a complex restructure and Fair Work matter, with clear procedural steps, detailed responses and a genuine redundancy process managed carefully to reduce risk and support operational change.
Industry: Landscaping
~10 Employees
The business was supported through a sensitive workplace complaint with an impartial investigation, clear procedural fairness and practical guidance, helping the client manage risk while strengthening workplace conduct and culture.
Industry: Disability Support
~50 Employees
Client Problem
The client was facing a significant challenge in managing an award classification dispute and back payment involving 70 staff members. The company required assistance to interpret the relevant award and correctly classify all employees, to appropriately back pay employees. The lack of proper HR compliance in areas such as employment contracts, policies and job descriptions compounded the issues the client was facing.
Our Solution
We took a systematic approach to help the client resolve the dispute. Over an 18-month period, we worked closely with the company and Fair Work to interpret the award accurately and ensure all employees were appropriately classified and paid in-line, if not above, the award minimum rates. This allowed the company to move forward with successfully back paying all 70 employees.
In addition, we completed an end-to-end overhaul of the company’s HR systems and processes, to ensure long term compliance and operational efficiencies. This included drafting new employment contracts and job descriptions for all employees, developing a comprehensive employee handbook covering all key policies, and implementing a HRIS/time and attendance system to streamline payroll and attendance tracking, which had the relevant modern award built into the system to avoid any further pay discrepancies.
Outcome
The client is now fully compliant with award entitlements and has clear processes in place for managing HR operations. Regular monthly HR meetings have been introduced, where proactive measures are discussed to ensure employee satisfaction and retention. The company has also started implementing a management KPI process and a staff recognition program, focusing on positive employee engagement.
With the award classification issue behind them and a solid HR foundation in place, the business has seen improved clarity, accountability, and no further issues with Fair Work. This has allowed the client to focus on supporting their staff and continuing to deliver high-quality services to their clients.
Industry: Frozen Meal Production
~50 Employees
Client Problem
A fast-growing healthy frozen meal company had 25 staff members and no formal HR systems in place. As the business expanded, the lack of structured HR processes became a major challenge. There was no formal HR documentation and processes, which led to inconsistencies in employee management and a lack of clarity around roles and responsibilities.
Our Solution
We built the company’s HR system from the ground up. This included drafting tailored employment contracts for all staff, creating detailed job descriptions for every role, and implementing a structured performance review process. We introduced a goal-setting framework to ensure that employees had clear objectives aligned with the company’s growth. Additionally, we developed a comprehensive employee handbook, covering all necessary policies to ensure compliance and provide clarity for both management and staff.
To further strengthen the company’s alignment with its employees, we facilitated a business alignment survey. The survey measured satisfaction in key areas such as alignment with the business strategy, overall company performance, and team satisfaction. The initial survey revealed areas needing improvement, particularly in planning and communication.
Over the course of 12 months, we worked closely with the leadership team to address these areas. After re-surveying the team, we saw an impressive 8% improvement in overall satisfaction, the highest increase we had ever recorded, with 7% typically being the benchmark.
Outcome
Today, the company’s HR processes are fully operational and aligned with their business objectives. From structured performance reviews to clear job roles and policies, the HR foundation is solid, allowing the business to operate efficiently and with greater employee engagement.
With these systems now in place, the company only requires minimal HR support from us—just a few hours each month to maintain operations and address any minor issues that arise.
Industry: Film Production
~15 Employees
The Challenge
A growing filmography business with a fully remote team engaged The Save Group to update employment contracts and job descriptions. As the business evolved, the owner wanted clearer insight into engagement across a long-tenured team, with several employees having more than five years’ service.
The business had never conducted stay interviews or retention surveys, and key HR processes were informal. The owner sought structured feedback on employee experience while also creating an additional connection point within a remote workforce.
The Solution
The Save Group designed and delivered stay interviews with the five longest-serving employees. Discussions explored engagement drivers, development opportunities, role challenges, and early signs of disengagement.
Findings were consolidated into a retention report outlining key themes, insights, and an overall retention score, giving the owner clear visibility and recommended actions.
The Result
One employee recognised through the process that they no longer felt passionate about their role and wished to pursue a different career path. Due to strong loyalty to the business, they had been unsure how to raise this, and the owner was unaware of their intentions.
The Save Group acted as a neutral facilitator, enabling an open and respectful discussion. The employee offered an extended notice period, and we supported an end-to-end transition process, including structured handover and restructuring the business to fill this gap.
For the remaining team members, the retention insights informed a targeted action plan, including deploying a customer feedback survey, internal company newsletter, remuneration reviews with salary increases, and the introduction of EOS (Entrepreneurial Operating System) practices to improve clarity and accountability.
The client continues to partner with The Save Group and has retained the majority of its long-tenured team, supported by stronger people processes and clearer retention foundations. The stay interview process also enabled an amicable, well-planned exit that protected team morale, ensured business continuity, and demonstrated the value of proactive retention conversations.
Industry: Waste Management
~5 Employees
Client Problem
In 2025, a waste management business approached The Save Group seeking advice on a proposed organisational restructure, driven by genuine operational requirements. Separately, the business was also managing ongoing concerns about an employee’s performance and conduct, which sat alongside the restructure rather than driving it.
At the same time, the employee had lodged multiple Fair Work applications, including a stop bullying application and later a stop sexual harassment order. These claims were not related to the restructure but added significant complexity and risk.
The employee continued to raise complaints aggressively, making it difficult for the business to progress confidently. The key challenge was exiting the employee due to genuine operational requirements, while ensuring the restructure was not perceived as retaliation for the claims made.
Our Solution
We supported the business by responding to each Fair Work application in line with required processes and timeframes. This included preparing detailed written responses, managing communications, and ensuring strict procedural fairness was maintained at all times.
In parallel, we worked closely with the business to assess its operational needs and prepared a clear and comprehensive business case to support a genuine redundancy. The business case outlined the restructure, the operational rationale, and why the role was no longer required.
We guided the business through consultation and execution of the redundancy process in line with Fair Work obligations. When the employee lodged a further general protections and adverse action claim, we worked alongside employment lawyers to prepare and submit a robust response.
Outcome
After an eight-month process, the matter was resolved through the Fair Work process, with an outcome the client was comfortable with. The business successfully completed its restructure, improved operational efficiency, and continues to engage The Save Group for ongoing HR support.
Industry: Landscaping
~10 Employees
Client Problem
A landscaping business approached The Save Group in 2025 after receiving a sexual harassment complaint from a young apprentice. The allegation involved a middle-aged employee in a management position, creating a power imbalance and making the matter particularly sensitive.
The business operated in a male-dominated industry and the owner had no prior experience managing a complaint of this nature. They were unsure how to respond appropriately, while also wanting to support the employee who raised the concern, manage legal risk, and ensure the process was fair for all parties.
Our Solution
We managed the matter end-to-end as an external and impartial HR investigator. A formal grievance process was followed, beginning with a detailed meeting with the complainant to understand the concerns raised, explain the process, and provide support.
We gathered written statements, reviewed relevant evidence, and interviewed witnesses. The respondent was formally advised of the allegations in writing and given the opportunity to respond. All meetings were conducted confidentially and in line with procedural fairness requirements.
An investigation report was prepared outlining the findings, evidence considered, and conclusions. We worked closely with the business owner to determine appropriate outcomes and supported them to implement the final decision in a lawful and practical way.
Outcome
The client was confident the matter had been handled thoroughly, sensitively, and fairly. The complainant felt heard and supported, and the business was satisfied that due diligence had been followed and risk appropriately managed.
As a proactive measure, The Save Group delivered a professionalism in the workplace training session for the broader team. The workshop focused on appropriate behaviour at work events, power dynamics, and clear conduct expectations, helping to reduce future risk and strengthen workplace culture.
