HR Consultant Website Example: Fairground HR

Founders usually look for an HR consultant at an awkward moment, such as the first formal complaint, a hire that went wrong or a team that has quietly doubled. The Fairground sample meets them with a direct headline about handbooks, hiring and hard conversations, and a small big wheel turning beside the photo that echoes the firm's name. The lede says who the service is for, companies of 10 to 250 staff without a people team of their own, which helps the wrong visitors leave early. Service cards then price contracts, handbooks, casework, hiring kits, review frameworks and restructures, so a founder can see the scale of each job. A note under the cards says plainly that employment law differs by country and region, and that the consultants bring in a lawyer when a case needs one. By the end of the opening screens, a visitor understands what is offered, what it costs and where its limits lie.

Lower down, the page shows how the consultancy works from week to week. Three monthly retainers give growing companies a way to keep advice on call, with hours, case support and policy reviews listed for each. A section on people issues explains the fair process behind a complaint or an allegation, from the call back to the outcome letter. Four steps describe how a handbook is drafted, reviewed and launched, and a table separates what the law usually decides from what the company can choose itself. Example reviews from a studio, a software company and a restaurant group show the range of clients. A website for HR consultancies built like this earns trust by showing method and honest limits rather than slogans.

Retainers, casework and handbooks, mapped part by part

Fairground's whole pitch scrolls on one page, and the table lists its parts from the turning wheel down to the studio address.

Page	What it opens with	Its sections
Opening view	Handbooks, hiring and the hard conversations	Book a call with a consultant · Call the studio · 10 to 250 people · Same day call back · Plain words
Services	Where we take the weight	Contracts and offer letters · Employee handbook · Disciplinary and grievance cases · Hiring and onboarding · Performance and pay reviews · Restructures and role changes
Retainers	Monthly retainers	Starter · Growing · Embedded
People issues	When a people issue lands on your desk	Same day call back · Investigation plan · Outcome letters · Lawyer referral
Handbook steps	How a handbook comes together	Discovery call · First draft · Leaders review · Launch
Law and choice	Where the law decides and where you do	Leave · Working time · Ending employment · Pay · Records
Gallery	Workshops, interviews and quiet rooms	Policy workshop · Interview practice · Private meeting room
Questions	Questions founders ask us first	Lawyers or consultants · Several countries · Urgent issues · Senior leader complaints · Working with in house HR · Charges · Confidentiality
Call request	Book a call with a consultant	What would help · Team size · Where people work · Company and contact · What is going on

Fair process, legal limits and retainers: what a people consultancy has to put in writing

The line between HR advice and legal advice

An HR consultancy earns trust by saying clearly where its advice stops and a lawyer's begins. The sample states that its consultants are not lawyers, in the services note and again in the first question. It also explains when a lawyer is brought in, for example when a dispute may go to a tribunal or a court. Founders appreciate this because a wrong step in a dismissal can cost far more than the consultancy fee. Being honest about the boundary also keeps the consultancy away from work it should not take on. A clear line between the two kinds of advice is a sign of professional maturity.

Employment law framed place by place

Employment rules vary between countries and often between states or regions, so a global HR site must avoid sounding as though one rulebook applies everywhere. Fairground handles this with a table of topics, showing what the law often decides and what is usually the company's own choice. Leave, working time, ending employment, pay and records each get one row in plain words. The intro warns that the detail varies by place and changes over time. This framing teaches founders something useful while keeping the consultancy accurate. It also sets up the first meeting, where the specific rules for each location are checked.

Casework described step by step

Most urgent calls to an HR consultant concern a complaint, a performance problem or an allegation. The sample gives this its own section, explaining how the consultant guides the manager, supports the investigation and drafts the letters. Ticks promise a same day call back, an investigation plan within two working days and a lawyer when the law needs one. A calm photo of a consultant with a manager sets the tone better than any warning. Managers in the middle of a difficult case want to see process, not drama. This section often brings in the most valuable enquiries on the whole site.

Retainers that match team size

Growing companies rarely need a full time HR manager, but they do need someone to call. Three retainers sized by headcount make that offer concrete, each with hours, support and a starting monthly price. A note explains that unused hours roll over for a month and what extra hours cost. Founders can place themselves in a tier at a glance, which shortens the first call. Retainers also give the consultancy steady income between projects. Pricing them openly is one of the strongest choices in HR consultant website design.

A first call request that sorts the cases

The booking form on an HR site should tell the consultant what kind of help is needed before anyone speaks. Fairground's form asks what would help most, the team size and where people work, then leaves space to describe the situation in the visitor's own words. The location field matters most, because it decides which employment rules apply. Every service site drafted on AI Web Maker arrives with an enquiry form already in place, and the consultancy can change its questions to suit the work. With these answers, the first call starts on the right problem. A short, careful form respects visitors who may be dealing with something stressful.

Will founders searching for HR help land on Fairground?

Founders search for an HR consultant, outsourced HR or help writing an employee handbook, often adding their city or the size of their team. Cards that name each service in plain words, such as disciplinary and grievance cases or hiring and onboarding, help a consultancy's page meet those searches.

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