The HR Formula
"Helping small businesses navigate the HR minefield"
About Me
Hi there, I’m Mireille Uzzell (pronounced “Maray”). Somehow, I ended up with a French first and second name which is completely random, I have no French relatives or connections!
I've worked in HR for 25+ years, all in the SME sector, so there's not much I haven't come across. I left my last senior HR role because I missed being “on the ground” supporting managers with their people challenges, whatever they might be.
When I’m not consulting, you’ll find me walking in the New Forest, in Southampton, with my bestie, my Border Collie, Ricky (no I didn't give him that name and yes it is embarrassing shouting it).
"I'm passionate about providing HR support to managers, helping them get the best out of their teams"
What's my approach to HR?
I won’t just quote the law at you when you’re faced with that challenging employee and tell you what you can’t do (who wants to hear that?). Instead we’ll discuss options and associated risks and come up with a solution together. Once you’re my client, I’m all in.
One of the most important things for me in consultancy is having clients I enjoy working with; I’m not in this just to make an income, I want to enjoy it. I worked in construction supply for 15 years, it's compulsory to have a sense of humour. I have a natural leaning towards the construction supply chain, but HR skills are transferable.
Want to hear what clients and former colleagues have to say about me?
Click below to go to my testimonials page.
My services
Here’s where I’m a little different – I won’t sell you lots of policies and a big handbook with 100s of pages because small businesses really don’t need that. The time it takes to keep it up to date far outweighs the time taken up with the odd issue that might arise because you don’t have it. There are only a handful of mandatory policies legislation says you need – I can help you with those.
Employee investigations
- One of the key steps in ensuring a fair procedure is followed in a disciplinary process is carrying out a reasonable investigation to establish the facts of the case and whether or not there is a case to answer.
- Otherwise, even though there may well be a potentially fair reason for dismissal, an inadequate investigation can render any subsequent dismissal unfair.
- The investigator needs to be someone who will not be involved in any subsequent disciplinary decision. Small businesses won't necessarily have the resource for this in-house, and this is where I can help.
Appeals
- Appeals against dismissal should be heard by someone independent from the original decision maker and preferably a level higher in seniority. However, many small businesses don’t have the hierarchy for that.
- I can chair an appeal for you, to put you in the best position to defend a claim at tribunal.
You can see my full range of services here
How I work
I won’t tie you in to a lengthy contract that you can’t escape from. Instead, you can work with me as follows:
1. One off projects
One off projects where I price it up front so you know what you’ll be paying.
2. Ad hoc advice
Ad hoc advice when you need it on an agreed hourly/daily rate up front.
3. Free HR Health check
I’ll carry out a mini review of your existing contract, handbook and any policies you have, and submit a report with my results. Free of charge with no obligation.