HR Outsourcing Advisory for UK SMEs

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

We begin by mapping how HR work operates today, identifying gaps, cost drivers, and operational risks. We then determine which activities are repeatable and process-driven (and therefore suitable for nearshoring) versus those that should remain close to leadership and the organisation.

To ensure the decision is evidence-led, we build an initial business case using directional benchmarks and then validate them against your current baseline. For example, Romania is often benchmarked at ~€12.5/hour average labour cost versus ~€30+/hour in Western Europe, and many SMEs target ~40–70% lower operational HR run-costs for selected processes (scope and model dependent). These benchmarks are treated as starting points for modelling, not blanket promises.

We also develop a balanced risk–benefit view covering service quality (accuracy, responsiveness, employee experience), compliance and data handling, dependency risks, and continuity requirements. The outcome is a clear recommendation and a practical route forward.

Typical deliverables:
  • Feasibility summary with a clear go / no-go recommendation
  • Target scope definition (what’s in, what’s out, and boundaries)
  • Initial business case with cost ranges and expected benefits
  • First-pass risk register with proposed 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/RFI pack (scope, requirements, security and compliance expectations)
  • Evaluation model (scoring matrix and decision criteria)
  • Shortlist of Romania-capable providers

Due Diligence and Selection

We move from proposals to evidence. We coordinate structured vendor interviews and walkthroughs using real service scenarios (exceptions, employee queries, change requests, access management, reporting). We validate delivery capability through references and due diligence on security and data-handling practices, with a specific focus on how personal data is processed and how access is controlled in day-to-day operations.

Commercial terms are reviewed in detail to surface assumptions, inclusions, exclusions, and change controls early. This reduces the risk of hidden costs and avoids value leakage after contract signature, particularly around out-of-scope handling, annual reporting tasks, or policy-driven exceptions.

Typical deliverables:
  • Vendor scorecards and recommendation
  • Due diligence
  • Finalist comparison and decision pack for leadership approval

Contracting and Transition Planning

We support contract and SLA design so performance is measurable and enforceable, including KPIs, reporting cadence, escalation routes, and remedies where appropriate. Governance is aligned to how SMEs operate (clear ownership and a manageable review rhythm).

In parallel, we develop a transition plan that is operationally executable: roles and responsibilities, systems and data, knowledge transfer, cutover approach, and employee experience considerations.

Typical deliverables:
  • SLA/KPI framework plus governance calendar (weekly / monthly / quarterly)
  • Transition plan (milestones, owners, dependencies, and timeline)
  • Controls checklist (access, data handling, approvals, audit trail)

Change Management and Implementation Support

The first weeks after transition are critical for service stability. We provide hands-on oversight to resolve exceptions, align workflows, confirm access and reporting, and embed a clear operating cadence (issue log, escalation rules, weekly checkpoints). This supports rapid stabilisation while protecting payroll accuracy and employee experience.

Once stable, we move into optimisation through performance scorecards, recurring-issue analysis, service tuning, and targeted automation opportunities to ensure progress is measurable and sustained.