HR outsourcing advisory and implementation

CCB Consulting’s HR outsourcing to Romania service helps UK SMEs move repeatable HR operations to a lower-cost EU delivery base without losing control. We build an evidence-led business case, source and select the right provider, then lead transition and governance so service quality stays stable and savings are realised. Romania combines a competitive cost base with EU alignment, strong professional services capability, and nearshore collaboration in UK-friendly working hours. For UK SMEs, this can reduce the cost of HR administration while improving responsiveness and consistency through dedicated specialists, clear SLAs, and better process discipline.

40 to 70%

Typical run-cost reduction on selected process-heavy HR activities (payroll admin, HR admin, reporting), depending on scope and tooling.

+4pp

Profit margin improvement

6 to 12 weeks

Typical timeframe to define scope, run the RFP, and select a provider (complexity dependent).

Request for Proposal

To explore how our consulting services can support your objectives, please submit a request for proposal. Our team will review your requirements and respond with a tailored solution designed to meet your goals.

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Assessment and strategy

Map current HR operations to identify cost drivers, bottlenecks, and operational risks, then separate process-led work that can be nearshored from leadership-sensitive activities that should remain in-house. We build a baseline and a directional business case, then validate assumptions against your data and quality requirements (accuracy, responsiveness, employee experience, continuity). To make scope decisions practical, we document process boundaries, handoffs, exception types, and volume drivers so the future service can be priced and governed properly.

Typical deliverables
  • Scope and boundaries (in, out, and handoffs)
  • Business case with cost ranges and benefit drivers
  • Risk register with mitigations

Vendor Sourcing and RFP

In this phase, we translate requirements into a vendor-ready package. For SMEs, value is often lost when scope is unclear and providers price based on assumptions. We define scope precisely, including process boundaries, handoffs, performance expectations, and responsibilities, so proposals can be compared on a like-for-like basis.

We also confirm the most suitable delivery model for your control requirements and maturity (EOR, HR BPO, or a staged approach). Where EOR is appropriate, we ensure costs and responsibilities are transparent from the start. Where HR BPO is preferred, we structure pricing comparisons around volume drivers (per employee, per payslip, per hire) and ensure inclusions and exclusions are explicit.

Typical deliverables
  • RFP or RFI pack and requirements
  • Evaluation model and scoring
  • Shortlist of Romania-capable providers

Due diligence and selection

Stress-test providers using real scenarios (exceptions, employee queries, access requests, change controls, reporting), then validate delivery capability, security, and day-to-day data handling. We review commercials to surface assumptions early, including out-of-scope rules, volume changes, and change requests. To reduce downstream risk, we confirm how the provider actually works (team structure, coverage, escalation, tooling, training, and quality checks) and whether the operating model fits SME realities.

Typical deliverables
  • Vendor scorecards and recommendation
  • Due diligence summary (security, data handling, references)
  • Decision pack for leadership approval

Contracting and transition planning

Design SLAs and KPIs so performance is measurable, with a practical review rhythm and escalation routes that fit SME capacity. We build an executable transition plan covering roles, systems, data migration, knowledge transfer, cutover, and employee experience. We also lock down how changes will be managed (policy updates, process changes, and volume shifts) so the service can evolve without constant renegotiation.

Typical deliverables
  • SLA and KPI set plus governance routine
  • Transition plan with milestones and owners
  • Controls checklist (access, approvals, audit trail)

Change Management and Implementation Support

Provide hands-on oversight through go-live to stabilise service, resolve exceptions fast, and protect payroll accuracy and employee experience via issue logs, escalation rules, and weekly checkpoints. After stabilisation, we drive optimisation through performance scorecards, root-cause analysis of recurring issues, and targeted automation opportunities. Where needed, we support your teams with practical comms and manager guidance so the new way of getting HR support is understood and adopted.

Typical deliverables
  • Go-live stabilisation plan and issue log
  • Monthly performance scorecard and actions
  • Optimisation backlog (quick wins and automation)

Romania offers a competitive cost base, nearshore collaboration in UK-friendly working hours, and a strong talent pool for shared-service style operations. For UK SMEs, this typically supports lower run cost for process-heavy HR work, improved coverage and responsiveness through dedicated specialists, and better process discipline through SLAs and reporting.

For many SMEs, provider selection typically takes 6 to 12 weeks once scope and requirements are clear, followed by 4 to 8 weeks to transition and stabilise a standard scope. Timelines depend on data readiness, the number of processes in scope, and the complexity of HRIS and payroll integrations.

We design the arrangement so it is operationally workable and defensible under UK and EU expectations for personal data and employment compliance. This includes defining GDPR controller and processor roles, putting DPAs in place, setting rules for data minimisation, retention, and secure transfer, and implementing role-based access controls with approvals and audit trails. We also confirm joiner-mover-leaver access processes, continuity coverage, and clear contractual remedies and escalation routes.

Nearshoring works best for repeatable, rules-based HR processes with clear inputs, defined exceptions, and measurable outputs. Typical examples include payroll administration support, HR administration (contracts, letters, leavers), recruitment operations support (scheduling, onboarding admin), employee query handling using playbooks, and standard HR reporting.

Nearshoring is most effective when leadership-sensitive decisions remain close to the organisation. Typically kept in-house are people strategy and org design decisions, senior hiring and high-impact employee relations decisions, final ownership of HR policies, and culture and leadership development. This keeps accountability clear and reduces risk while routine work is handled efficiently.

We set KPIs that focus on accuracy, responsiveness, and control, then review them on a practical schedule. Common measures include payroll accuracy and on-time completion, response time and resolution rate for employee queries, cycle times (onboarding, contract changes, leavers), exception and rework rates, and compliance events or audit outcomes.