HR Support FAQs for Businesses. Based in Stirling working with businesses across Central Scotland and beyond

Running a business brings people challenges as well as commercial ones. Many business owners aren’t sure when they need HR advice, how external HR support works, or what it might cost.

Below are answers to the questions I’m most often asked. If your situation isn’t covered, I’m always happy to have a short, informal conversation.

  • I am a Chartered Member of the Chartered Institute of Personnel and Development (CIPD), the professional body for HR and people development.

    I have over 25 years’ experience in HR, including senior corporate roles with organisations such as Sky TV, PwC, RBS HR, RBS Mentor Services and the University of Stirling, before establishing Bell HR Consulting in 2010.

    My experience spans both large organisations and SMEs across multiple sectors. This means I understand not only employment law and process, but also the commercial realities of running a growing business.

    Clients often describe my approach as knowledgeable, practical and a “safe pair of hands.”

  • Yes. In fact, smaller businesses often benefit most from experienced HR support. When you don’t have an in-house HR team, having access to clear, reliable advice can prevent small issues from becoming larger problems. Even with just a handful of employees, contracts, policies and legal obligations still apply.

  • Both options are available.  Some clients contact me for specific HR projects, and others prefer ongoing HR advice so they can pick up the phone whenever something arises.  We can discuss your needs and build a proposal that works for you.   

  • Yes. I review and update employment contracts, staff handbooks and policies to ensure they are compliant, practical and aligned with how your business actually operates.

  • Yes. I provide structured support for organisational change, including consultation processes, documentation and risk management, ensuring changes are handled properly and sensitively.

  • Yes. I can support with job descriptions, contracts, onboarding processes and advice around fair and effective recruitment practices.

  • You have direct access to an experienced professional at all times. There are no call centres, no handovers between advisers, and no loss of context. I understand your business and provide consistent support.

  • Yes, I am the main contact for HR advice and support but I do take some holidays! I partner with another HR consultancy who take over support for 4 weeks per year so there is never any gap in the HR advice service.  

  • No this is not a service Bell HR provide as we only provide HR support and advice for business owners and people managers. 

  • It’s best to seek advice early. If you’re unsure about a contract, concerned about a staff issue, managing absence, or considering disciplinary action, getting guidance at the outset helps protect your business and avoid escalation.

  • Yes, I work with businesses of all sizes, but primarily I support SMEs across Central Scotland. 

  • Yes. I guide business owners through fair, legally compliant processes, helping them manage difficult situations calmly and professionally.

  • Yes. I provide clear guidance on managing sickness absence, family leave and performance concerns in a way that is fair, proportionate and legally sound.

  • Where appropriate, yes. I can work remotely or visit your premises depending on the nature of the project and your preference.

  • Fees depend on the nature and scope of the work. Some clients prefer ongoing support arrangements, while others engage me for specific projects. I’m transparent about costs and will always discuss this clearly before any work begins.

  • Confidentiality and discretion are fundamental to my work.  Only named contacts in your business can call for HR advice; full details are set out in my terms of business. 

  • I provide advice and support up to the point of termination of employment, ensuring processes are fair, proportionate and well-documented. I do not provide tribunal representation or legal insurance cover.

    If a matter progresses to tribunal, I can help you prepare documentation and liaise with your solicitor, but formal legal representation would be handled by an employment law specialist.

    Most clients value having practical, commercially grounded advice early on, which significantly reduces the likelihood of matters escalating.