Workforce
Payroll compliance and performance that match
We audit classifications, overtime, and leave balances against Modern Awards—then design KPI and banding models that do not invite the next payroll dispute.
HR work often follows a Fair Work enquiry or a failed performance system rollout. We fix compliance first, then rebuild incentives so high performers stay.
Award audits
Classification reviews, overtime rules, and record-keeping gaps.
Performance systems
KPI libraries, review cycles, and bonus gates tied to measurable outcomes.
Change support
Communication plans and redeployment options when structures change.
Do you rewrite employment contracts?
We draft or review key terms—classification, IP, restraint—aligned to role and award coverage.
Can you train line managers?
Yes—performance conversation workshops are often bundled with KPI rollouts.
What if payroll data is messy?
We document gaps with severity ratings and fix compliance issues before incentive design begins.
"We thought our payroll was fine until the award audit. Fixing classifications first made the bonus scheme credible."
What an HR engagement covers
Most HR mandates start with a compliance baseline: award classification, overtime rules, leave accruals, and record-keeping. We document gaps with severity ratings so the board knows what must be fixed before incentive design begins.
Once payroll risk is controlled, we rebuild performance systems—KPI libraries, review cycles, and variable pay gates tied to divisional EBITDA. Managers receive conversation guides so reviews are consistent, not subjective.
Typical deliverables
Deliverables include a payroll compliance memo, revised employment contract schedules where needed, KPI definitions with data owners, and a 90-day rollout plan with training dates for line managers.
Schedule an HR audit
Tell us your headcount and award coverage.