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HR Consulting and Outsourcing Services

We advise on human resources (HR) policy and people management, and can take on defined HR work when your team is stretched. The aim is HR that runs consistently and fairly, and managers who handle people decisions with confidence.

Five professionals in conversation around a white meeting table in a bright office.

What this covers

HR consulting at CLEAR is practical guidance on the people management issues your organization faces. It runs from policy development to talent management. That covers the rules people work under, and how they are hired, reviewed, and developed. We look at how managers apply your current policies, not only at what the documents say. The advice is fitted to your size, sector, and stage of growth, not lifted from a template.

Outsourcing is the hands-on side of the same service. CLEAR can run a defined part of your HR work for an agreed period, alongside your own team. That might cover a gap while you build the function, or a project your team has no time for. Either way, the aim is efficient HR operations that your own people can sustain.

The advice draws on our co-founders’ HR backgrounds. Angela Schloer, CEO and Co-Founder, has over 20 years of experience in multinational HR and organizational development across Europe and the Philippines. Maria Liza “Liz” Fresnido, Co-Founder, has over 40 years of experience in HR and organizational development. Some issues point to a deeper fix, such as a competency framework or a new structure. In that case, the work can extend into our competency-based HR systems or organizational development services.

Where this helps

  1. Policies have grown piecemeal, and managers apply them differently from one team or site to the next.

  2. Your HR team is absorbed by day-to-day administration, with little time left for talent and planning.

  3. The business has grown, but HR is still handled part time and no senior person owns it.

  4. A sensitive people issue needs careful handling, and leadership wants an experienced, independent view first.

Who it is for

  • Owners and CEOs of Philippine enterprises without a full in-house HR function
  • HR directors who want experienced support on policy, structure, or a defined project
  • Site heads and COOs of shared-services centers building or expanding a local HR team

How an engagement typically runs

  1. 01

    Review current practice

    An engagement typically begins with a conversation with leadership and HR about what is not working. We then review existing policies, structures, and practices to see where the gaps are.

  2. 02

    Agree the scope

    Together we decide what CLEAR advises on and what we take on directly. That can be a single policy or a defined part of HR operations. Responsibilities and timelines are agreed at the start.

  3. 03

    Design and document

    We draft or revise the policies, processes, and guidance your managers need, written around how your organization works. Each piece is reviewed with your leadership before it is rolled out.

  4. 04

    Ongoing support

    We support managers while new practices take hold, and advise on people issues as they arise. Where we run HR work for you, we document it so it can move in-house when you are ready.

Related expertise

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Archbishop Reyes Avenue, Cebu City Get directions (opens in a new tab)