The short version
You’ll have HR paperwork you can stand behind, a process you can follow step by step, and written wording you can use without creating new risk.
You reached out because HR has been sitting on the side of the desk and a grievance, resignation, or compliance wake-up call has made the risk feel real. I write what you can use in a meeting. If you’d like to proceed, the next step is a short scoping call and a document review.
I start by reading what you already have, then I map the gaps against New Zealand employment law and how you actually run the business. From there, I put the critical wording in writing, line by line, so you are not improvising under pressure. You’ll know what to say, what to record, and what to leave out.
About me
I’m Kirsty MacLeod, HR consultant. I work with owner-managed businesses who need HR that is practical, lawful, and usable on a normal workday. Most of my work starts when a problem is already live: a grievance letter arrives, someone resigns mid-process, or a manager needs to hold a hard meeting and wants the paperwork to match the conversation.
Clients hire me for two things they can see. First, I write documents that match what you can actually do, so a policy does not promise something you cannot deliver. Second, I keep a tight paper trail, with dates, versions, and clear decision points, because that is what gets read later if a conversation turns into a process.
Selected work
These are recent HR support and advice jobs where the outcome depended on the wording, the timing, and the record kept.
Portfolio
Employment agreement overhaul. Rewrote a full set of employment agreements and add-ons to match the roles on the floor and the hours actually worked. The client stopped using copied clauses that contradicted their roster and leave practices.
Disciplinary process setup. Built a disciplinary process that managers could run without ad-libbing. I set the sequence of steps, defined what gets recorded at each point, and aligned the meeting notes with the letters that follow.
Workplace investigation support. Planned and ran the investigation structure, including allegation framing, witness lists, and interview plans. The client had a clear timeline and a consistent record across interviews, follow-up questions, and findings.
“Kirsty gave us wording we could use straight away, without guessing.”
Owner-manager, a growing business with multiple managers
How I work
You’re buying a steady cadence and clean decisions. I keep the facts, the wording, and the timing lined up so you are not left trying to remember what was said, when it was said, and what you can safely put in writing.
1. Set the baseline Week 1 I review what you have now and ask a short set of questions to confirm how things work in practice. You’ll get a clear view of what is missing, what is risky, and what can stay. I’ll also confirm who in your business signs off on people decisions. 2. Put it in writing Weeks 1-2 I draft the core wording and send it for your review with notes on what each section does and when you use it. You tell me where the wording does not match reality, and I adjust it. The aim is a final version you can use without rewriting on the day. 3. Support live issues As needed When a grievance, disciplinary step, investigation, or restructure is live, I help you plan the sequence, prepare for meetings, and keep your record consistent. You’ll know what needs to happen next, what needs to be documented, and what should stay out of emails. 4. Monthly check-in Each month At the start of each month I confirm what is coming up, such as new hires, performance concerns, or policy changes. You can send questions as they arise, and I keep your documents current as the business changes. If something urgent lands, I’ll tell you the fastest safe path.
What it costs
Pick the tier that matches what you need right now. If you are not sure, start with Baseline and I will tell you what to add once I’ve seen what you have. Prices are per month.
Priced items
Getting started
If you want HR support and advice in place quickly, start here and I’ll take the paperwork off your desk.
1. Sign the proposal beside this page. 2. Send through your current agreements, policies, and any relevant letters or notes. 3. Book the scoping call so I can confirm priorities and timing.
Signature
Fee summary
Payment
For one-off work, I invoice 40% to start and 60% when it is complete. For ongoing HR support and advice, I invoice at the start of each month. All invoices are payable within 7 days.
Start and schedule. I’ll confirm a start date in writing once I have what I need from you to begin. If you need a deadline met, tell me early. Document work moves fastest when I review everything at once.
What I need from you. You’ll provide the current versions of your agreements, policies, and relevant letters, plus any role descriptions you use. For live issues, you’ll share a clear timeline and any messages or notes that matter.
Changes to scope. If the work changes once I’ve seen your documents or the situation shifts, I’ll tell you what changes, what I will do next, and what it will cost before I go ahead. Nothing expands silently.
Investigations and meetings
If I’m supporting an investigation or disciplinary process, you’ll keep records, messages, and notes intact and available. I’ll tell you what I need and when, because missing information can change findings and timeframes.
Confidentiality. I keep what you share confidential and only use it to deliver HR support and advice. If I need to speak with someone else for the work, I’ll confirm who and what I’m asking for before I contact them.
Ownership of documents. Once your invoices are paid, you own the documents I draft for your business to use internally. I keep my working files and templates. You are responsible for using the documents as intended and keeping them up to date.
Cancellation and pause. If you need to pause or cancel, tell me as soon as you can. I’ll invoice for work completed up to that point and hand over what is finished. Any restart date depends on my availability.
