Practical advice from an employment law expert

Builders Merchants

Russell HR Consulting is proud to be the official provider of human resource advice and support to the Builders Merchants Federation since 2008. From advising on employees who climb the racking to bringing down chronic Monday-itis, from sorting out social media silliness to drivers with bad backs, we’ve seen and advised on it all!

Our retained HR service gives you a fixed fee plan which means you get HR support from people who understand your business, and give proactive and robust advice.

The contents of each retained service are tailored to meet the individual organisation’s needs. Typically they include:

  • an HR audit to assess where you are now and where you need to be;
  • clear and practical HR advice which is confirmed in writing;
  • proactive follow ups;
  • a review and update of employment documents;
  • provision of correspondence, policies and procedures;
  • employment law updates in clear English;
  • regular education and training;
  • conversations with a friendly, understanding and knowledgeable advisor.

If you want to factor site visits into your HR plan, we are happy to do so, and If you need help sorting out any HR issues, get in touch.

Why work with us?

When you work with us you’ll enjoy the following benefits:

  • your people problems will be solved;
  • we help you identify issues and nip them in the bud;
  • we understand your business so we’re able to target our advice effectively;
  • because we take the time to explore the issues and explain the options you get much more knowledgeable yourself – and that makes your management skills better;
  • you’ll find that over time working with us saves you time and makes you more profitable;
  • oh yes – and we’re fun to deal with too!

To find out a bit about our approach, here’s Kate talking about dealing with “chronic Monday-itis”

90% of our business is repeat or referred. That fact speaks volumes.

Read what our merchant clients say.

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Your HR queries:

Dear Kate

I have heard on good authority that one of my employees may be taking cocaine. He has taken 22 days off in the last year but attributes most of that time to asthma. There is a pattern of absence – often Mondays and Tuesdays. The employee smoked until fairly recently. He has given up since New Year. I would like to implement drug and alcohol testing. Asthma can be a disability so I don’t want to be sued. What do I do?



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