Onboarding & Offboarding

Start as you mean to go on. You get one chance to make a great first impression. Onboarding starts from the moment someone accepts the new role. It’s imperative that you take the right steps to get your new employee successfully deployed and productive.

Off boarding is similar, but in reverse, this process includes removing personal data from the systems, terminating passwords and access to company systems, exit interview and in most cases include a process for sharing vital information with other employees. Oh an don’t forget the leaving card and gift, this will leave the door open for a possible future return.

To find out more about our Onboarding and Offboarding services get in touch.

Look who’s been Dazzle’d

5 stars!

Rachel recently helped me with a potentially tricky Redundancy process. She helped manage the process, prepared the minutes of meetings and drafted the letters.

Rachel’s assistance and guidance was invaluable and certainly helped make sure that everything ran smoothly with a fair outcome for all involved.

C Whiteley, Senior Partner Trethowans LLP

5 stars!

It gives me great pleasure to recommend Doug. I had the opportunity to work with him on a few very key strategic projects. He is the consummate professional with a great work ethic. He is very strong analytically and brings a lot of insight and passion to any project he participates in.

I will enthusiastically endorse Doug for any senior role that requires a strong leader.

Amitabh Sarwate, Senior Director of Finance

5 stars!

When you arrived on the first day your smile said “It’s going to be ok, we’ve got this.”

Rachel gave us invaluable support. Her professional yet flexible approach enabled us to confidently feel we were in safe hands. We would strongly recommend her to anyone needing HR advice and guidance.

Thank you Dazzle Support. Thank you Rachel!

Alicia Proctor (Trustee), Alabare

5 stars!

Rachel’s key talent is that she is a natural empathic communicator. Equally experienced and comfortable in difficult discussions with (occasionally angry, scared or stressed) employees as she is comprehensively explaining strategy and results with C-suite executives.

Rachel’s other key strengths which make her an asset to any company include knowledge of the HR field, approachability (my door is always open/ call me anytime attitude), talent (particularly with dealing with people), drive (to achieve the targeted result) and of course given the nature of HR her unwavering professionalism.

L Davies FCCA