Kate Underwood HR & Training

The Complete Employee Lifecycle

A comprehensive approach to managing every stage of your employees' journey, from planning to exit.

Build

Foundations that keep you legal and sane.

  • •Set up your HR software (Breathe HR or SenseHR).
  • •Full HR health check and action list.
  • •National Minimum Wage Audit
  • •IR35 check for contractors.
  • •Write or refresh contracts (employee, contractor, volunteer, work experience).
  • •Write or refresh policies and your staff handbook.
  • •Holiday pay wording for irregular hours.
  • •Set up GDPR basics (what you keep, where, how long).
  • •Enable digital signing for all documents.
  • •Set up rota/scheduling.
  • •Set up payroll and pensions; link HR and payroll; agree cut-offs and approvals.
  • •Set up whistleblowing (speak-up line and process).
  • •Gender pay gap report and equal pay review (if needed).
  • •Employment tribunal insurance (if you want it).
  • •Sponsor licence setup and compliance (with regulated partners).
  • •Health & Safety add-on: competent person, audits, docs, training.

Attract

Clear roles and adverts that pull the right people in.

  • •Plan roles and team needs.
  • •Write job descriptions and adverts that include salary ranges.
  • •Build basic employer brand assets and your careers page.
  • •Set up Hireful (ATS), post jobs, track applicants.
  • •Run fixed-fee recruitment campaigns.
  • •Set up a referral scheme.
  • •Check advert wording is inclusive.

Select

Fair, fast and compliant hiring with digital checks baked in.

  • •Shortlist, run structured interviews, capture scores.
  • •Use work samples/tests where helpful.
  • •Do pre-employment checks:
  • ○Right to Work (digital option available)
  • ○Employment history
  • ○Criminal record checks (DBS)
  • ○References
  • ○Social media screening
  • ○Credit checks (if the role needs it)
  • ○Driving licence/insurance checks (for driving roles)
  • •Confirm employee vs contractor and issue the right paperwork.
  • •Visa process support (with OISC/solicitors).

Start

Seamless onboarding and a proper probation plan.

  • •Send offers and e-contracts.
  • •Collect starter info and file Right to Work proof.
  • •Day-one induction and access to systems and kit.
  • •Add to payroll; set tax and NI; give payslip portal access.
  • •Enrol to pension (or postpone if allowed).
  • •Book mandatory training.
  • •Set a clear probation plan and review dates.
  • •Show where to find policies and how to speak up.
  • •Visa BRP checks and reporting (if relevant).
  • •New starter health questionnaire (OH).

Manage

Simple rhythms for 1:1s, absence, ER and wellbeing.

  • •Regular 1:1s and simple objectives.
  • •Sickness and absence process, including return-to-work chats.
  • •Handle flexible working requests.
  • •Day-to-day employee relations (conduct and capability).
  • •Independent investigations, hearings and appeals when needed.
  • •Wellbeing and OH: referrals, mental health support, counselling, EAP, eye tests, driving eyecare, safety eyewear, flu jabs.
  • •Run your HR software and rota; send a monthly people report.
  • •Grey fleet checks (weekly MOT and tax), plus periodic licence/insurance re-checks.
  • •Payroll each pay period:
  • ○Process pay (weekly/fortnightly/4-weekly/monthly)
  • ○Send required submissions to HMRC
  • ○Handle starters and leavers
  • ○Pay statutory sick/maternity/adoption/shared leave
  • ○Upload pensions and reconcile
  • ○Import timesheets and approved expenses
  • ○Apply court orders, student loans, etc.
  • ○Get pre-pay sign-off; issue payslips
  • ○Answer payroll queries
  • ○Post journals to Xero/QuickBooks/Sage

Grow

Performance, learning and pay that drive results.

  • •Run performance reviews people actually complete.
  • •Map skills and simple career paths.
  • •Coach managers and develop leaders.
  • •Mentoring and succession planning.
  • •Learning programmes via your LMS.
  • •Pay and benefits: run the pay review, update benchmarks, set up Pirkx/RISE/Enjoy Benefits, sort rewards and team events.
  • •EV salary sacrifice and employee car leasing admin.
  • •Engagement: run surveys and deliver action plans.
  • •ED&I audits and training.
  • •Gender pay gap refresh (if in scope).
  • •Payroll for growth items: bonus/commission runs, back-pay, benefits reporting to HMRC, calculate and submit any agreed tax on staff perks, run multiple pension schemes, manage salary sacrifice.

Change

Restructures and exits handled well, with learning captured.

  • •Plan and run restructures.
  • •Redundancy (individual or collective): letters, meetings, timelines.
  • •TUPE: due diligence, consultation, integration.
  • •Mediation to resolve disputes fast.
  • •Settlement agreements.
  • •Exit interviews and offboarding (kit, access, data, references).
  • •Outplacement/career support.
  • •Work with solicitors on tribunal cases; manage insurance claims.
  • •Payroll close-out: final pay (notice, holiday, redundancy), process settlement payments, stop benefits, issue P45 and year-end forms, handle HMRC queries.