Success Comes From Staying on Track: Why More Young Companies Are Outsourcing Consultants

At first glance, this article may seem to be aimed towards those who own or operate a young startup. On the contrary, this article is for those looking to help small businesses run more smoothly. The best career for offering this kind of service is Human Resources Consultancy.

Emerging from the need to address human resource decisions and management tasks, human resource consulting is more or less management consulting. According to Steele F. (1975), Kubr, M. (1993, 1996), Niedereicholz (1996), Curnow-Reuvid (2003), Kipping, K., and Clarck (2014) human resource consultants typically fill two roles:

  1. Process/People consultant: Assists startups in searching for solutions and methods best suited for facilitating and raising creativity among the company’s employees so that they will be able to find and implement solutions on their own. This role is usually accompanied by traditional change consulting and organizational development.
  2. Expert Resource Consultant: This role is more or less based on personal experience and field expertise and is focused on implementation. Consultants filling this role typically do so in design consulting, as well as consulting benchmarking.

Core Human Resource Consultancy Fields in Practice

Below is a list of the core fields forth which most human consultants work.

  • Talent mobility: With Talent mobility, one assists companies in providing insight and execution for international expatriates and partial-package expatriates, including pre-move guides to post-move expatriate management programs.
  • Employee engagement: Consultants are responsible for conducting surveys and interviews of employees to measure the company’s level of employee engagement. It’s important for employee engagement to be a part of the workplace because it leads to positive conditions for everyone involved. It results in members of an organization giving their best and keeps them committed to the organization’s goals and values.
  • Mergers and acquisitions: Human resource consultants administer and coordinate during the execution of payroll and adoption of technologies, among other cross-functional activities. It also includes aligning organizational work styles and cultures during pre- and post-merger integration.
  • Compensation: Human resource consultants in this function assist companies in designing and managing compensation programs related to salaries, stock plans, and bonuses. The type of specialization needed depends on the kinds of employees one is working with and include sales compensation consultants and executive compensation.
  • Actuarial and retirement: This involves providing administration and actuarial services to manage cost and overall effectiveness of retirement programs. In addition to that, it’s the responsibility of human resource consultants to define benefits and contribution plans.
  • Employee benefits: Maintain and optimize benefit program designs by assessing the effectiveness and competitiveness of the benefit plans of competitors.

Beginning a Career as a Remote Human Resources Consultant

Creating a remote human resources consultancy business is quite similar to creating any other remote business. However, if you want to offer human resources consultancy services, you will need to take one or more human resources courses, most of which can be taken online.

In most cases, such as with a Certificate IV Human Resources course, you can be qualified to offer services such as human resources assistant, human resources coordinator, human resources administrator, human resources officer, and payroll officer.

If you already have an education in the human resources field, then the next thing to do is figure out how to develop a remote human resources consultancy business. You have a few options to choose from.

1. You can start a remote human resource consulting business from scratch.

According to Sara Sutton, CEO, and founder of FlexJobs, “Most companies founded as remote companies do so for one of three reasons: as a cost-saving measure (reducing costs from overhead, hiring, etc.); because the founders had a deep interest remote work; or simply, it just kind of happened that way.”

2. Converting a brick-and-mortar human resource consulting business to a remote one.

“Several companies switched from traditional offices to working remotely, and they all cite one of the following reasons for doing so: because the industry was trending that way; to better serve clients or support the company’s mission; to be free of constraints like the cost of operating an office, time-waste of a commute and the location of new hires,” Sutton writes.

Debby Carreau, CEO and founder of the human capital solutions company InspiredHR, told Sutton “We began in a very traditional office setting…an office in downtown Calgary which we worked from daily.”

“We did the switch based on our research and our client’s needs,” Carreau continue.

3. Creating remote human resource consulting teams within a brick-and-mortar company.

Combining the two above mentioned methods, you could very well create a remote team within a brick-and-mortar business.

Sutton writes, “American Express, a company with a 165-year history, embraced remote work as its business evolved. Victor Ingalls, VP of World Service, says the company needed to find new ways to ‘deliver our customers the superior service they’ve come to expect from American Express.’”


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