Senior HR judgment applied to the things that actually come up, in the order they actually come up. You buy the piece you need, not a retainer that assumes you need all of it.
The things that arrive without warning and take a week from whoever is nearest. This is the most common work in HR consulting, and the least automatable, because every one of them is a judgment call about a person.
What your people cost, what they should cost, and whether the shape of the org still matches the shape of the business. Usually the first place money is found and the last place anyone looks.
Heavily regulated, quietly expensive, and invisible until it is not. We look for what is already exposed rather than telling you to buy insurance against everything.
Whether a new hire’s first day runs itself or costs three people a morning, and whether the software you pay for is doing any of the work you bought it to do.
Before deciding what to offer, we measured what 162 real HR consultancies actually sell, across 216 service pages and 29 tracked deliverables. Not a summary of the industry, a count of it. The list above is what survived that, ordered by what the market genuinely buys rather than what sounds impressive on a services page.
HR Sources Pro service-demand study, 2026. Prevalence measures what firms advertise, not what clients purchase.
When we counted, almost no HR consultancies were selling AI or HR AI policy work at all. The category had been claimed by employment lawyers, who sell it as liability protection, and by software vendors, who sell it as a feature.
So the company that has started screening CVs with an AI tool, or letting managers draft reviews with one, gets a choice between a legal memo and a licence.
Neither of those tells you whether the tool is making hiring decisions you would be comfortable defending, whether your managers understand what they are allowed to put into it, or what your policy should actually say to the people it applies to.
That is an HR question with a legal edge, not a legal question with an HR edge. We handle it as the former, and we would rather do it before your first adverse-impact conversation than after.
Every company is different and every scope is quoted after we understand yours. There is no price on this page for that reason. What is fixed is the shape.
01
A bounded piece of work with a clear finish. The handbook rebuilt, the comp bands set, the compliance gaps closed. You know what you are buying and when it ends.
02
Lianne in the chair on a recurring basis, without the salary, the search or the seat. The version most companies land on once the first block is done and they realise they want the judgment on tap.
03
When a change actually has to happen — a new provider, a new system, a new structure — we stay through the rollout and manage it, rather than handing over a plan and wishing you luck.
Lianne Rubbo
CHRO / Director of HR Services · HR Sources Pro
Twenty-five years running HR and operations for mid-market companies. She has built the handbooks, sat in the terminations, negotiated the renewals and stood up the systems, which is why she can tell the difference between a problem that needs fixing now and one that will quietly fix itself.
She stays on the work through implementation. You are not handed a report and an invoice.
The HR Profit & Risk Review is free. We read what your people actually cost you across benefits, payroll, workers’ compensation and compliance, take it to market, and show you what it should be. If there is nothing there, we will tell you.
See what we find, freeA note on the measurement. The service-demand study behind this page captured 216 service and pricing pages from 162 real consultancies and counted 29 deliverables. Prevalence reflects what firms advertise, not transaction volume, and the figures are shaped by the discovery queries used. We publish no fee ranges here because scope varies by company and any number quoted before a conversation would be misleading.