What I help with

I work with organisations and leadership teams who need practical HR support that reduces people risk, cuts through complexity and makes the day-to-day easier. Most work falls across more than one of the areas below.

Fix the basics

People Operations

Onboarding, processes, systems and the everyday friction that slows people down. Simpler, usable, sorted.

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People Operations

Make work easier.

I help you sort the practical stuff: onboarding, processes, systems and the everyday friction points that slow people down.

  • Simpler processes and policies leaders can actually use.
  • Service reviews and "how easy is this?" assessments.
  • Reporting that gives leaders a clear line of sight on risk and progress.

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Steady leadership

Interim HR Leadership

Experienced cover that stabilises a team, resets direction and keeps things moving during transitions.

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Interim Leadership

Experienced cover that moves things forward.

Sometimes organisations need experienced HR leadership quickly. Someone who can step in, steady the situation and keep things moving.

  • Interim HR Director, Head of HR or Head of People Operations.
  • Stabilising teams during transition or organisational change.
  • Resetting operating rhythm, priorities and delivery.
  • Clear handover once permanent leadership is in place.

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The heavy stuff

Change, M&A & ER

Restructures, TUPE, integrations and high-risk employee relations. Fair, compliant and practical.

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Change, M&A and ER

Clarity under pressure.

This is the heavy stuff: restructures, consultation, mergers, acquisitions, TUPE and high-risk ER.

  • Planning, consultation and delivery that is fair, clear and compliant.
  • Integration support: measures, day one, design and culture.
  • High-risk ER, union conversations and regulated environments.

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Clear direction

People Strategy

Clear priorities and choices that connect ambition to the way work actually gets done.

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People Strategy

Clarity and steady thinking.

Most strategies look fine in a slide deck and fall over the minute they hit real people and pressure. I help you build something usable that connects ambition, operating model and the way work actually gets done.

  • Clear priorities and choices that make sense on the ground.
  • Support with organisation design, capability and workforce planning.
  • Culture work that connects the aspiration to the day-to-day reality.

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Calm & honest

Executive Coaching

Someone who listens properly, asks the hard questions, and won't just tell you what you want to hear.

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Executive Coaching

Honest thinking, not performance.

Not therapy. Not a framework. A conversation with someone who understands the pressures you are dealing with and will be straight with you about what they see.

  • Working through transitions, difficult decisions or pressure that's hard to talk about internally.
  • Getting an honest read on a situation before you commit to a direction.
  • Board and team dynamics where something isn't landing and nobody is naming it.

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Independent & impartial

Workplace Investigations

Grievances, misconduct and whistleblowing. Structured interviews, evidence review and clear, defensible reports.

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Independent Investigations

Clear, impartial investigations.

When issues are serious or politically sensitive, organisations often need an investigator who is independent of the internal HR team.

  • Independent investigations into grievances, misconduct and whistleblowing concerns.
  • Structured interviews, evidence review and balanced analysis.
  • Clear, defensible reports that stand up to scrutiny.
  • Experience handling complex people issues in regulated environments.

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HR consultancy FAQs

What types of organisations do you work with?

Size doesn't matter. Complexity does. The common thread is that leadership teams have a specific situation that needs experienced HR input, clear risk management and delivery rather than consultancy theatre.

Do you offer interim HR leadership?

Yes. I step in as interim HR Director or Head of People Operations when a senior leader has moved on, or when the function needs resetting before a permanent hire takes over. That includes leading HR services, systems, recruitment and the day-to-day operating rhythm. Typically three to six months with a clean handover built in.

Can you help with TUPE and organisational change?

Yes. I've led the people workstream on a £500m acquisition, delivered over 100 site closures and handled TUPE transfers where consultation had already broken down before I arrived. I support planning, consultation and delivery across restructures, TUPE and integrations.

Where do you work?

Based in Sunderland, working across the North East and the wider UK. Most engagements are a blend of remote and in-person, shaped around what the organisation needs rather than logistics.

Do you work in regulated sectors like financial services?

Yes. One Point Four West Ltd is a registered supplier on the Financial Services Qualification System (FSQS), which means the usual procurement due diligence around data protection, information security, insurance and business continuity is already in place. Full supplier details are on the Supplier Information page.

Not sure where this fits?

Most situations cut across more than one area. The starting point is a short conversation.

Talk it through How I work

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