HR support for accountants and their SME clients
Your client may already be telling you they need HR help
You are reviewing the numbers when a business owner says, “I’m spending too much time dealing with staff”, “payroll keeps increasing”, or “I need to get rid of someone”.
It sounds like a passing comment, but it may be the clearest sign that the business needs practical HR support.
The simple idea
You do not need to solve the HR problem.
You only need to recognise when your client may benefit from the right support.
Accountants often see the financial impact of people issues before anyone calls them an HR problem. A useful question at the right time can help the client act before the issue becomes more expensive, disruptive or difficult.
- Notice
Recognise a change in the numbers, workforce or owner’s concerns.
- Ask
Raise one practical people question without trying to diagnose the issue.
- Connect
Introduce HR Excellence Partners where specialist support would help.
Does a client come to mind?
Eight signs an SME client may need HR support
You do not need to provide workplace relations advice. Listen for the signal, ask the suggested question and decide whether an introduction would help.
“We have grown quickly and our systems have not kept up.”
Ask: “Have your employment contracts, policies, position descriptions and onboarding processes grown with the business?”
A business can develop strong financial controls while its people processes still belong to a much smaller organisation.
“Payroll is much higher than it used to be.”
Ask: “When were your Modern Award coverage, employee classifications and pay rates last reviewed?”
Modern Awards can set minimum wages and conditions including overtime, penalty rates and hours of work. If no one can clearly explain what applies, it is worth checking.
“Everyone is on a salary, so the Award does not matter.”
Ask: “Has the business confirmed that each salary satisfies the employee’s underlying entitlements?”
A salary above the minimum rate does not automatically resolve every Award obligation. Depending on the applicable Award or agreement, overtime, penalties, allowances and leave loading may still need to be considered.1
“We use contractors because it is easier.”
Ask: “Has anyone reviewed whether they are genuinely contractors based on the arrangement in practice?”
An ABN and invoices do not settle the question. The applicable test depends on the business and circumstances, and may consider the real substance and practical reality of the relationship.2
“I have one employee who is taking up all my time.”
Ask: “What has been discussed with the employee, and what process have you followed so far?”
The problem may involve performance, conduct, conflict, a complaint or unclear expectations. The right process depends on what is actually happening.
“My managers keep sending every staff issue back to me.”
Ask: “Do your managers have the confidence, tools and support to manage people consistently?”
As a business grows, the owner cannot remain the answer to every leave request, performance concern or workplace disagreement.
“We need to restructure and reduce costs.”
Ask: “Have you considered the employment process before deciding which roles will change or be removed?”
Modern Awards and enterprise agreements contain consultation requirements for major workplace change, which may include redundancies.3 It is better to get advice before decisions are announced.
“We are hiring constantly, but good people keep leaving.”
Ask: “Do you know why people are leaving, and what experience new employees receive when they join?”
The issue may sit in recruitment, onboarding, leadership, role clarity, workload or culture. More recruitment alone may not solve it.
A familiar conversation
What this might sound like in a client meeting
You are meeting with the owner of a 35-person business. Payroll and overtime have increased, margins are tightening and the owner says several employees are regularly working late.
You do not need to interpret the Award or calculate an underpayment risk. You can simply ask:
“When did you last have your classifications, contracts and salary arrangements reviewed against the hours people are actually working?”
If the answer is “never” or “I’m not sure”, you have identified a genuine reason for the client to seek HR support.
- Recognise the commercial signal
- Ask an informed question
- Make a trusted introduction
- Remain the client’s financial adviser
- Understand the business context
- Assess the HR issue
- Provide practical options and support
- Keep you informed where appropriate
A partner to your practice
Your client relationship remains yours
Referring a client should strengthen your relationship with them. It should not create uncertainty about who owns the relationship or where each adviser fits.
When an accountant introduces HR Excellence Partners, I work as an extension of the client’s existing advisory team. I focus on the people issue within the agreed scope and respect the accountant’s established relationship.
Where it is useful and the client agrees, I can work alongside the accountant on matters where workforce and financial decisions overlap, including business growth, remuneration, restructuring, workforce planning and HR systems.
CPA Australia describes client referrals as a way to add value and support risk management, and highlights the benefit of building networks of specialists to meet broader client needs.45
- Practical HR advice suited to an SME
- A clear explanation of the issue and available options
- Support that is proportionate to the business
- Help implementing the agreed next steps
- An HR partner who can remain available as the business grows
When timing matters
Some conversations should lead to an earlier introduction
Encourage the client to seek support before acting if they are considering a significant employment decision or are unsure about their obligations.
The Fair Work Ombudsman recommends obtaining independent advice before disciplinary action, including issuing a warning.6 Early support gives the business a better opportunity to follow a fair and appropriate process.
For accounting firms
HR Risk Recognition Training
A practical session that helps accountants recognise common HR warning signs and ask better questions, without trying to turn them into HR advisers.
Recognise the signal
Identify HR risks through payroll, business growth, workforce change and client conversations.
Ask a useful question
Use practical prompts that open the conversation without stepping outside your expertise.
Know when to connect
Understand which issues may need prompt attention and how to make a confident introduction.
Common questions
Working with an HR referral partner
Do I need to confirm that there is an HR problem before referring?
No. If something does not look or sound right, an initial conversation can help determine whether the client needs support. You are making an informed introduction, not diagnosing the issue.
Will HR Excellence Partners take over my client relationship?
No. I work within the agreed HR scope and respect the relationship between the accounting firm and its client. Where collaboration would help, it occurs transparently and with the client’s agreement.
Does the client need a permanent HR manager?
Not necessarily. Some clients need help with one immediate issue. Others benefit from an HR Health Check, a defined project or ongoing fractional HR support. The solution should match the client’s needs, size and complexity.
Can you support clients outside Melbourne?
Yes. HR Excellence Partners supports Australian SMEs through a combination of virtual and onsite services, depending on the client’s location and needs.
Sources
References
Australian employment and professional guidance referenced in this article.
- Fair Work Ombudsman, Annualised wages and salaries
https://www.fairwork.gov.au/pay-and-wages/minimum-wages/annualised-wages-and-salaries - Fair Work Ombudsman, Independent contractors: Whole of relationship test
https://www.fairwork.gov.au/find-help-for/independent-contractors/whole-of-relationship-test - Fair Work Ombudsman, Redundancy
https://www.fairwork.gov.au/ending-employment/redundancy - CPA Australia, Your client service approach
https://www.cpaaustralia.com.au/public-practice/new-and-existing/service-offering/your-client-service-approach - CPA Australia, Small business clients need help with more than just the numbers
https://www.cpaaustralia.com.au/public-practice/inpractice/business-and-advisory/small-business-clients-need-help-more-than-just-numbers - Fair Work Ombudsman, Managing performance and warnings
https://www.fairwork.gov.au/employment-conditions/performance-in-the-workplace - Federal Register of Legislation, Fair Work Act 2009
https://www.legislation.gov.au/C2009A00028/latest/text - Fair Work Ombudsman, National Employment Standards
https://www.fairwork.gov.au/employment-conditions/national-employment-standards - Fair Work Commission, Awards
https://www.fwc.gov.au/work-conditions/awards
How HR Excellence Partners supports accounting firms and SMEs
Have you thought of a client who may need HR support?
Make the introduction and I will take it from there, while working in partnership with you and respecting your client relationship.
HR Excellence Partners provides practical Australian SME HR support across employment contracts and policies, Award and classification reviews, employee relations, performance management, workplace investigations, recruitment, workforce planning, HR systems, Employment Hero implementation, and fractional or outsourced HR.
You can introduce us by email, call me to discuss the situation first, or arrange an HR Risk Recognition Training session for your team.
If the client is unsure where to begin, an HR Health Check provides a practical starting point. Use code HEPFREE at checkout to have the cost of the HR Health Check waived.
Vas Papadopoulos
Founder and Principal Consultant
HR Excellence Partners
0432 244 744
vas@hrexp.com.au
hrexcellencepartners.com.au
