1. What does an HR consultant do?
As HR consultants, we provide expert guidance on people management, compliance, recruitment, workplace culture, performance, and organizational strategy.
2. Do Ontario businesses legally need HR support?
While HR is not legally required as a job title, employers are required to comply with Ontario employment legislation. Many businesses use HR consultants to ensure they meet obligations under the Employment Standards Act (ESA), Occupational Health and Safety Act (OHSA), Ontario Human Rights Code, and other regulations.
3. What size of business benefits from HR consulting?
Small and mid‑sized businesses often benefit the most, especially those without a dedicated HR department. Startups, nonprofits, and growing companies also rely on consultants for scalable support.
4. How does HR consulting help with compliance?
As your HR consultant, we help ensure your policies, contracts, and practices align with Ontario legislative requirements. This includes compliance with the Employment Standards Act (ESA), Occupational Health and safety Act (OHSA), and the Ontario Human Rights Code (OHRC).
5. Do you offer workplace investigations?
Many HR consultants conduct neutral, third‑party investigations into harassment, discrimination, misconduct, or policy violations, following Ontario’s legal standards for fairness and documentation. We partner with a Workplace Investigation Specialist who provides this service.
7. What industries do you work with?
As HR consultants, we support a wide range of sectors—professional services, trades, nonprofits, hospitality, technology, environmental, healthcare, and more.
8. How do you price your services?
Pricing varies by project scope. This includes hourly rates, project‑based fees, and monthly retainers and on a fractional basis. We always provide a proposal and costs before work begins.
9. Can you help update or create employee handbooks and policies?
Absolutely! As your HR consultant, we develop or refresh policies to align with Ontario legislation customized to your workplace culture.
10. Do you provide training for managers and employees?
Yes. We develop training plans to include topics such as violence and harassment prevention, performance management, communication, leadership skills, and onboarding best practices.
11. How do you protect confidential information?
HR consultants follow strict confidentiality protocols and use secure systems to protect sensitive employee and organizational data.
12. What makes HR consulting different from internal HR?
As consultants, we offer flexible, specialized expertise without the cost of a full‑time hire. We also bring an external, unbiased perspective.
13. Do you provide recruitment services to your clients?
We partner with a professional recruitment firm that has the expertise and proven processes to identify the ideal candidate for your needs.
14. Does a Company with only 5 employees need an HR Consultant?
Yes. For small organizations with less than five employees, we maintain HR support to ensure compliance with employment standards, to promote a respectful workplace, and to provide fair, consistent people management. HR functions are managed internally with access to external HR expertise as needed.
15. How do I accommodate someone who discloses that they have a mental illness?
The process of accommodation performed by the employers is both procedural and substantive. An employers must accommodate to the point of undue hardship. The threshold is extremely high because it is based on grounds of discrimination. Asking questions and obtaining information will help you to determine the best course of action. With substance abused, alcohol abuse, and mental illness - if there is inappropriate behaviour with a causal connection between the behaviour and the result - you must accommodated. If there is no causal link, the behaviour would be deemed as culpable conduct.
16. How do we ensure that our employees working from home are adhering to health and safety regulations?
It is necessary to take all precautions that are reasonable to protect the health and safety of employees. Therefore, it is necessary to perform regular hazard assessments. You can ask for photographs of work areas excluding any personal items. The JHSC representatives can conduct a remote inspection. The assessment can include the workspace relating to fire hazards (too many plugins in an outlet) and ergonomic considerations such as type of chair used, posture, etc.