# HR Consultant Website Example: Fairground HR

This HR consultant website belongs to Fairground HR, an invented consultancy for companies of 10 to 250 people. It shows what founders check before hiring outside HR help: priced services, three monthly retainers, how people issues are handled, a table separating what the law decides from what the company decides, and a short form to book a first call.

Live sample: https://aiwebmaker.co/sample-websites/hr-consultant-website-sample

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.

## What is on this sample website?

| Page | What it is for | 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.

## Frequently asked questions

### Who are the consultants behind Fairground HR?

Nobody, because Fairground is made up. The AI Web Maker team composed the sample by hand for an invented consultancy and made its photos with the platform's image engine. A real practice starts from a builder draft written around its own description and can change every service, price and photo.

### Should an HR consultancy list prices for casework?

An hourly rate for casework and fixed prices for documents help founders budget, especially in a crisis. A note that complex cases or legal advice may cost more keeps the figures honest.

### How does a founder book a first call through the site?

A short enquiry form on the site asks what would help, the team size, where people work and what is going on. The consultancy then replies, sets up the call and agrees any fees with the company directly.

### What does it cost an HR practice to keep the site live?

Annual hosting is $119, or the practice can choose $19 a month, and the domain is bought on top. Shaping and previewing the draft is not billed.

Updated 6 November 2026 · AI Web Maker