The interplay between coaching, recruitment and HR services
We’ve all fielded that one inevitable question at networking events or social gatherings "What do you do?" It’s a simple enough query on the surface, but capturing your work in a single sentence, without sounding either dull or exaggerated, is a different story entirely.
For me, the answer is, "I make HR simple so people know they’re doing the right thing by their people and for their bottom line."
What’s not there are terms like 'career coach' or 'recruiter' - not because they’re inaccurate, but because HR encompasses so much more. When I think about the multifaceted world of HR, career coaching and recruitment certainly play a role, but my work goes beyond these labels into something bigger, something more strategic.
HR’s purpose: A holistic approach
I view my work as influence and strategy. While I relish the hands-on part of examining a business’s HR processes, my overarching aim is to create profitable businesses where people flourish. Think sustainable, people-centred growth, not just transactional HR.
Yes, there are times when my role includes recruitment needs or coaching leaders to hit their goals. But the true value lies in the magic that happens when deep listening and purposeful, challenging conversations take centre stage.
That’s where I see the overlap between HR, career coaching, and recruiting. They’re never standalone pillars but interconnected parts of a greater mission - building processes and cultures that empower a team, ensuring the right people thrive in the right roles.
The recruitment strategies that stand out
Rather than offering 'career coaching' as an isolated service, I aim to support recruitment efforts by putting the necessary structures in place.
For instance, I focus on creating processes and tools that drive recruitment success, while also embedding the secret ingredients for long-term staff retention. This work naturally leads to strategic conversations about talent identification, succession planning, leadership development, and strengthening organisational culture.
Here’s a closer look at how I help SMEs build recruitment strategies that deliver results:
1. Building better processes
Recruitment isn’t just about finding someone to fill a role; it’s about implementing systems that make effective hiring seamless. Whether it’s creating a candidate pipeline or structuring interview frameworks, I focus on equipping businesses with tools that work for them.
2. Attracting the right talent
Retention starts with finding the right fit - someone whose values and goals align with the organisation. I help identify critical qualities that make a candidate thrive in their role and contribute positively to the team.
3. Embedding accountability
Recruitment success doesn’t end on day one. Accountability needs to be woven into everything - from setting milestones to designing performance reviews that keep everyone on track without micromanaging.
Supporting employee retention through growth-focused HR
Keeping people engaged, motivated, and growing is the essence of retention. My approach focuses on supporting teams with strategies like career pathways, ongoing training, and clear performance measurement frameworks, all tied to the unique goals of both employees and organisations.
For example, I encourage businesses to create programs where teamwork and accountability become part of the culture. This not only helps employees carve their desired career paths but also aligns them with broader business objectives.
I’ve heard people say it’s up to the individual to drive their career growth—those days of organisational career planning are gone. While I partly agree, I believe businesses have a responsibility to provide tools and opportunities where ambitious individuals can take charge.
I often come back to a study by Google, which found that 67% of employees who left an organisation cited their manager’s failure to retain them as a reason. This is a stark reminder that fostering employee retention must be an ongoing effort, not an afterthought. Small tweaks, like internal mobility opportunities or tailored career conversations, can transform dissatisfaction into productivity and loyalty.
HR services that solve business challenges
Being asked "What do you do?" often feels limiting when describing HR. Labels like 'recruiter' or 'career coach' sells what I do short. HR is about more than just solving problems; it’s about enabling growth and creating teams that thrive. No two businesses are the same, and neither are their HR needs. That’s why every solution I design is tailored.
The value of strategic HR solutions
Tools for success: I help SMEs create HR tools and processes that sustain long-term growth.
Local expertise: With a deep understanding of businesses on the Mid North Coast, I tailor advice to suit real-world challenges and opportunities.
Comprehensive focus: Whether it’s compliance, culture, or succession planning, every strategy is built around the dual goals of business success and employee wellbeing.
Shall we connect over coffee?
I genuinely love what I do - almost as much as I love a great cup of coffee! It’s these conversations, over coffee or at a networking event, that lead to meaningful partnerships and tailored solutions.
If you’d like to chat about how I can support your HR needs - from recruitment strategies to retention improvements, click the link below, and let's make it happen!