People decide
Nothing about a person's job is decided by a number alone. You decide.
How it works
Three costs you're not counting.
Time
Owners of businesses this size lose a day a week to people admin: contracts, leave queries, payroll checks, difficult conversations. It is the most expensive hour in the business spent on the lowest-value work.
Exposure
Dozens of statutory obligations sit on you personally. Most owners can name five. The gap only becomes visible when a regulator or a former employee finds it first.
Linear growth
If every new rand of output needs a new salary, margin never moves. You are buying growth with headcount instead of designing it.
What we believe
- The product of a people function is contribution per head — not policies, not engagement scores.
- The most important people decision of the decade is which work should still be done by a person.
- Administration should be invisible, instant and guaranteed.
- Fees should follow the business, not headcount.
The service
One service. Five layers. You can't buy them separately.
- 01
Growth Engine
We redesign how work is done so output grows faster than headcount.
- A quarterly sprint on one part of the business: the process, the roles, the hand-offs, the measures.
- Incentives rebuilt so people are paid for output, not presence.
- Managers enabled to run the new design — with us in the room until it holds.
- A contribution-per-head target agreed with you, with 20% of our fee at risk on it.
- 02
Performance, live
Every employee managed continuously. No annual review.
- Live objectives for every employee, visible to them and to their manager.
- A fortnightly check-in, with the manager briefed before it happens.
- Early warning both ways: a performance concern reaches you within 30 days, and an employee concern reaches a named person the same day.
- A documented record, so a difficult conversation later stands up.
- 03
Career, managed
Every employee gets a reason to stay that is not a counter-offer.
- Pay benchmarked yearly for every role, against the market you actually hire from.
- Skills gaps identified and closed, with the levy money you already pay reclaimed where possible.
- A visible next step: what the role after this one is, and what it takes.
- A career file for every employee within 60 days.
- 04
People P&L
The numbers an owner has never had, live from month one.
- Contribution per head, trended against target.
- Payroll cost and variance, pay position by role.
- Flight risk, flagged with an option for each name.
- Compliance register, hiring pipeline and days open, check-ins held.
- 05
Foundation
Everything else. Done. Guaranteed.
- Payroll and every statutory filing, on time, with penalties carried by us.
- Contracts, policies, letters and records, correct and current.
- Hiring end to end: shortlist in 5 working days, offer accepted in 15.
- Disciplinary process, hearings, retrenchments and exits, run properly.
Your first year
What happens, and when.
Day 0
Free risk review: a red/amber/green register of everything you're carrying.
Day 1
Every employee question goes to the People Desk. Payroll migration begins.
Day 7
Payroll running. Contracts being re-papered. Managers onboarded.
Day 30
Compliance green. Everyone on a correct contract with live objectives. First People P&L.
Day 60
Every employee has a career file, a benchmarked salary and a development plan.
Day 90
Work redesign complete. Contribution-per-head target agreed. First sprint delivered.
Month 12
Four sprints delivered. Contribution growing faster than headcount. Every hire in 15 days. No dispute lost on procedure.
The Foundation in detail
Everything taken off your desk.
Payroll+
- Monthly run and payslips
- PAYE, UIF and SDL calculation and filing
- Monthly and bi-annual reconciliations, annual tax certificates
- UIF declarations
- Return of Earnings and Letter of Good Standing
- Bargaining-council contributions
- Third-party payments
- Final pay and terminations
- Leave liability tracking
- Minimum-wage and sectoral-rate checks
- General-ledger journal for your accountant
- Full audit trail
Employee lifecycle+
- Offers and contracts
- Onboarding
- Changes to terms, promotions and transfers
- Leave and absence management
- Time and attendance
- Benefits administration
- Exits and handovers
Hiring+
- Role definition and pay range
- Sourcing and screening
- Shortlist in 5 working days
- Interview structure and scoring
- References, checks and offer
- Replacement free if a hire leaves inside 6 months
Records and letters+
- Employee files kept for the statutory retention period
- Policy set, issued and acknowledged
- Every letter: warnings, confirmations, certificates of service
- Job descriptions and organograms
Employee relations and hearings+
- Grievances and investigations
- Incapacity and poor-performance processes
- Disciplinary hearings chaired properly
- Retrenchments and section 189 consultation
- CCMA conciliation and arbitration through our panel firm
Unionised workplaces+
- Bargaining-council compliance and returns
- Recognition and organisational-rights agreements
- Wage negotiations supported
- Shop-steward engagement
Statutory calendar+
- Every submission dated, owned and tracked
- Employment Equity plan and reporting
- Workplace Skills Plan and levy reclaim
- OHS appointments, register and audits
- POPIA Information Officer registration and notices
Trust and the human line
Six principles we hold to.
A named person
Anything that matters has a name and a mobile number attached to it.
Transparency
Employees see the same performance picture as their manager. No secret files.
Consent and data protection
A POPIA operator agreement from day one. Work-tool signals only with consent. Never personal devices.
Fairness
Process before outcome. If the procedure isn't sound, we don't run it.
Redesign is done with people
The people doing the work help design the new way of doing it. Never to them.