Human resources: team organization, management and recruitment
Well-organized teams can carry growth. ORY Consulting identifies HR needs from the audit (roles, workload, management, recruitment) and coordinates an expert HR partner. You keep a single point of contact.
- Who it is for
- Business owners facing management difficulties, growing companies, overloaded or disengaged teams.
- What you get
- HR needs analysis, tailored actions, clarified roles, follow-up.
- Your contact
- ORY Consulting, which coordinates the HR partner.
When does HR support become useful?
Tick what sounds like you.
- Your teams are growing and nobody really knows who decides what.
- Some team members are overloaded, others are disengaging.
- Managing people takes more of your time than running the business.
- You need to hire and do not yet know which role, or which profile.
Tick even one box and it is worth a conversation.
30 free minutesStart from reality, not from an org chart
A human resources problem is rarely only a people problem. It often comes from a blurry organization: overlapping roles, shifting priorities, workload poorly shared. The audit, which maps tasks by role, provides a factual base.
From those findings, an HR partner works under ORY Consulting's coordination: team organization, management practices, recruitment. We translate the findings, prepare the conversations and make sure actions stay consistent with your strategy.
Roles and responsibilities are clarified, actions are rolled out at the pace of the company, then followed up. The goal: an organization that works without depending solely on you.
A team holds together when everyone knows what is expected of them.
What you get
Concrete deliverables, handed over and explained.
- 01
HR needs analysis
Drawn from the audit: workload, roles, management, recruitment needs.
- 02
Tailored actions
Organization, management practices or recruitment, depending on your priorities.
- 03
Clarified roles and responsibilities
Who does what, who decides what, documented and shared.
- 04
Coordinated follow-up
A regular check-in to make sure the actions hold.
How the engagement works
Four steps, one point of contact.
- 1
Audit findings
Reading tasks, workload and roles to qualify HR needs.
You get: identified needsLet's talk about this step → - 2
Choosing actions
Defining with you the actions and the HR partner to bring in.
You get: a consistent HR planLet's talk about this step → - 3
Implementation
Rolling out the actions with the partner, under our coordination.
You get: better organized teams - 4
Frequently asked questions
Does ORY Consulting do recruitment?
We qualify the need from the audit, then an expert HR partner can handle recruitment, under our coordination.
How do you clarify roles in a small team?
By starting from the real tasks of each role. The map produced by the audit allows responsibilities to be split more fairly and formalized.
Do you work on team conflicts?
We first look at organizational causes, which are common. Depending on the situation, the HR partner or coaching for the business owner can complement the action.
Do we need an audit first?
It is recommended, as it gives a factual base. A targeted HR need can still be handled directly, after a scoping conversation.