“All change is not growth, as all movement is not forward” Ellen Glasgow

About Us

About Your HR Board Director

Do you have the right skills on your board?

Is your board challenged by, or struggling with, overseeing the growth, costs, compliance, systems and efficiency aspects of the people side of your business and measuring a return on investment? Are you currently missing an HRD or HR NED to help balance your board, if so now is the time to get in touch.

Your HR Board Director - provides HR directors (HRD's) and non-executive directors (NED's), with the key skills and experience, to organisations that don't have those skills on their board.

This allows organisations to benefit from this expertise without the expense of employing a full time HR Director.

Backed by a national HRD team of highly experienced professionals, who are commercially aware and understand employment law implications. Our strategic services meet the needs of all types and sizes of clients and can deliver lasting changes with measurable growth. Please get in touch with us today to learn how Your HR Board Director can help your future success.

If you would like more information or would like to find out more about our HRD/NED service please contact us on 01279 814888 or email .

Our Approach

Strategy & Planning

Strategy & Planning

Achieve your goals

An HR strategy and plan helps an organisation to align its people elements to the corporate strategy.

It is an essential planning document built upon the corporate vision, mission values and goals defined in the strategic business plan.

It provides information on how the HR function will support the goals and strategies of the organisation. Including mechanisms to evaluate and measure the effectiveness of the HR strategy and ROI.

The ideal HR plan outlines how the gaps between present and future capabilities will be addressed enabling the business to effectively deliver its goals and objectives.

Performance & Investment

Performance & Investment

Return on investment

Performance and investment from a HR perspective looks to encompass elements of total quality management (TQM), human capital management (HCM) and discretionary effort among other practices across the organisation.

Integrate and make permanent a climate and culture where employees continuously improve their abilities and skills to ensure the product or services to the client or customer is delivered in a timely manner to a high quality or standard.

A comprehensive set of practices across the organisation are developed to optimise the people elements within the organisation, developing a culture where employees want to work and are proud to work for the organisation.



Expert guidance

Whether you have a daily dashboard or a balanced scorecard system, or some other way of measuring data, people data is a key aspect of compliance and should form part of the picture. Employees are your biggest asset and cost.

Data may include financial information and numbers in relation to recruiting, employee turnover, absence, salaries and benefits, makeup of workforce including protected characteristics, paid and unpaid leave, training and development to name but a few.

In addition, there will be a need to review data in relation to managerial performance and delivery against agreed key performance indicators (KPI's).



Grow/size your business

Organisation design is the process and outcome of shaping an organisational structure to align it with the business purpose and context in which it exists.

Organisation development is the planned and systematic enabling of sustained performance in an organisation through the involvement of its people. This includes development of senior leadership capabilities and improving efficiency.

Oversight of the changes and improvement of the processes and structures that are part of HR's Key responsibilities. These include processes and systems related to employee frameworks such as performance management, talent management, diversity & inclusion, roles and skill sets.