Experience Informed by Real-World People Challenges
The experience behind Sunday HR is informed by hands-on work across a wide range of workplace environments and organisational contexts. This background spans different workforce models, regulatory frameworks and people challenges, shaping a practical, real-world approach to HR.
The examples below reflect the types of people issues, systems and frameworks navigated firsthand, and the experience that informs how HR challenges are approached today.
Establishing structured onboarding, training and operational consistency in a professional services environment
The Context
Within a law firm environment, teams operate under tight deadlines, high professional standards and significant regulatory obligations. Consistent onboarding, effective on-the-job training and clear operational expectations are critical to supporting performance and managing risk.
New starters require structured guidance to become effective quickly, while leaders rely on clear frameworks to support performance, behaviour and accountability in high-pressure legal work.
The Experience
This work involved:
Coordinating and delivering structured onboarding processes
Supporting on-the-job training and capability development
Contributing to internal working groups focused on improving operational efficiency
Participating in leadership forums and 360-degree feedback processes
Supporting leaders to strengthen communication, role clarity and people management capability
The focus was on building people processes that were practical, defensible and able to function in real time.
The Outcome
More consistent onboarding and training experiences
Clearer expectations and performance standards
Improved leadership capability through structured feedback
Reduced reliance on informal or ad-hoc people practices
Managing complex conduct issues and restoring safe workplace behaviours
The Context
Within transport and logistics environments, conduct issues can escalate quickly where expectations are unclear and leaders lack confidence managing difficult conversations.
Repeated interpersonal conflict, inappropriate behaviour and unresolved complaints can create safety, legal and cultural risks if not handled carefully and fairly.
The Experience
This work involved:
Supporting formal fact-finding and investigation processes
Ensuring procedural fairness at each stage
Preparing clear documentation, correspondence and meeting frameworks
Supporting leaders through difficult conversations and decision-making
Clarifying behavioural expectations and acceptable workplace conduct
Coaching supervisors on early intervention and issue management
The emphasis was on managing risk, restoring safety and equipping leaders with practical tools they could confidently apply.
The Outcome
Fair and defensible handling of conduct matters
Clearer behavioural expectations across teams
Increased leader confidence managing issues early
Reduced escalation and workplace conflict
More consistent approaches to conduct management
Managing end-to-end HR, contracts and workforce systems
The Context
Within a professional services accounting firm, people management often requires a hands-on, end-to-end approach across recruitment, contracts, compliance and workforce coordination.
Complexity increases where teams include a mix of onshore and offshore staff, particularly where systems and processes have not kept pace with business growth.
The Experience
This work included responsibility for:
Drafting, managing and maintaining employment contracts
Managing recruitment from role scoping through to onboarding
Providing day-to-day HR support across the employee lifecycle
Managing and supporting offshore workforce arrangements
Acting as a central point of contact for employee relations and people queries
A significant focus was placed on improving efficiency and governance through the selection and implementation of a suitable HRIS.
This involved:
Researching and evaluating HRIS options against operational and compliance needs
Leading implementation and data migration
Supporting adoption by leaders and employees
Managing the system on the ground to support HR administration and reporting
The Outcome
Clear, consistent and compliant employment documentation
Improved recruitment and onboarding processes
Better visibility of workforce data
Reduced administrative burden through the use of a suitable HRIS
Stronger governance over both onshore and offshore team arrangements
Modernising HR frameworks in a regulated education environment
The Context
In regulated education environments, outdated HR documentation and paper-based processes can create compliance risk and uncertainty for leaders managing people matters.
This complexity is heightened where workforces operate under Enterprise Bargaining Agreements (EBA) and where legislative change has not been reflected in existing policies.
The Experience
This work included:
Reviewing and modernising legacy HR policies and procedures
Aligning documentation with current employment legislation and best practice
Providing strategic, on-the-ground advice on performance management
Supporting employee relations matters within an EBA framework
Translating industrial and legislative obligations into clear, practical guidance for leaders
Care was taken to balance compliance requirements with the operational and cultural realities of the environment.
The Outcome
Modern, compliant HR documentation
Improved leader confidence managing performance and conduct
Reduced reliance on outdated or informal processes
Clearer alignment between industrial obligations and day-to-day people management
