NCS HR Solutions

Name: NCS HR Solutions
Address: 50/52 Wheelock Street, Middlewich, CW109AB, GB
Telephone: +447817339452

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NCS HR Solutions

Outsourced Human Resources support for business owners & managers. Compliance|Training|Grievances|Disciplinary|Absence & performance management .

Give us a call on 07817339452 to arrange a 30 minute FREE consultation! Our Aim

We provide trusted and affordable human resource services delivered to the highest of standards, NCS HR offers a range of services from one off HR projects to long term support on a retainer basis. Our services are suitable for new small Business set ups and small to medium sized businesses who need that extra HR supp

ort. HR Management Solutions

We can take on your day-to-day HR needs such as offer letters, background checks, onboarding, employee records management, and more. We’re a highly organised and detail-oriented. We can ensure you have strong HR policies and practices and your business is fully compliant with UK employment Law. Professionalism

NCS HR is based in Cheshire, North West of England. It is managed by a HR professional Nicola Smith who has many years of HR experience,
working in different Business Sectors. An Associate member of the CIPD and a BA (Hons) Business Management Graduate.

31/08/2026

As we say goodbye to August and head into September, we’re reflecting on another busy month supporting our clients with a wide range of people matters.

This month, we have supported our clients with:
✨ Reviewing policies and company benefits as part of a wider rebrand
✨ Managing employee grievances and disciplinary matters
✨ Supporting long-term absence cases
✨ Delivering recruitment projects for warehouse, marketing, trustee and support worker roles
✨ Providing practical, day-to-day HR advice
✨ Delivering management development and refresher sexual harassment training
✨ Creating bespoke company values training as part of a client strategy day
✨ And much more behind the scenes!

At NCS HR Solutions Limited we understand that no two businesses, or working days are ever quite the same. That is why our support is flexible, practical and tailored to what each client genuinely needs.

As September begins and plans start to ramp up for the final quarter of 2026, we’re looking forward to continuing to support our clients with the challenges, changes and opportunities ahead. 🍂

If you need extra HR support, whether for a one-off project, a specific employee matter or ongoing advice, please get in touch with 📝Nicola Smith, Chartered MCIPD.

NCSHRSolutions

26/08/2026

My client is Now hiring: Product Marketing Manager in Middlewich, Cheshire / UK-based hybrid working; at least 1-2 days a week on site during the first six months, settling to 1 day a week thereafter. For more information, please view the full job details which can be seen here: https://protea.livevacancies.co.uk/ #/job/details/6?source=Linkedin

24/08/2026

“Aren’t you worried AI will do your job for you?”
I get asked this more and more.

My answer? No.

AI is a brilliant tool. I use it, I embrace it, and I think businesses should be looking at how it can make them more efficient.

But HR is about people and people are rarely straightforward.

AI can give you information, but it can’t:

Chair a difficult disciplinary or grievance meeting and respond to what is happening in the room.

Read body language, emotion or tension and know when to probe further.

Support a manager who has never had to have a difficult conversation before.

Weigh up two completely different versions of events and decide what is reasonable.

Understand the history, culture and personalities within a particular workplace.

Ask the right follow-up question because something simply doesn’t feel quite right.

Mediate between two people whose working relationship has completely broken down.

Advise a business owner on the risk versus the commercial reality of the decision they are about to make.

Apply employment law to the individual circumstances of a case and explain the different options, risks and consequences.

Give a manager the confidence to make a difficult decision and then stand beside them while they deliver it.

Because good HR advice has never just been about knowing what the law says.

It’s about judgement, experience, context, emotional intelligence and understanding people.

AI can absolutely make HR professionals better and more efficient.

But replace the human element of HR?

I don’t think so.

The future isn’t AI versus HR professionals.

It’s great HR professionals who know how to use AI while knowing when a situation needs a human.

Leadership BusinessOwners HRSupport

21/08/2026

What a week. Things have got a little bit wild in the world of HR!

This week alone, we’ve supported business owners with:

* 3 recruitment projects using Hireful
* 2 grievance investigations
* A complex disciplinary investigation, including findings and recommendations
* 2 training proposals for EDI and Leadership & Management
* Contract and employee handbook audits and redrafts
* Policy reviews to help businesses prepare for upcoming employment law changes
* onboarding a new retainer client
* And finally… a proposal for a new client who found us through our website and liked the look of us, our approach and our values

It’s a good reminder of just how many different ways HR support can help a business.

It’s not just about being there when something has gone wrong.

We can take away some of the day-to-day people admin, support you through difficult and complex situations, help you recruit the right people, train your managers, review your documentation and make sure your business is keeping up with its legal obligations.

Ultimately, it’s about giving business owners more time to focus on running their business, while knowing the people side is being properly looked after.

If your people management is starting to feel like another full-time job, give me a shout.

PeopleManagement Recruitment Leadership

17/08/2026

Not every workplace disagreement needs to become a formal grievance.
Addressing concerns early and informally can often prevent issues from escalating, protect working relationships and help everyone find a constructive way forward.

Workplace mediation provides employees with a confidential and impartial space to discuss what has happened, understand one another’s perspectives and agree practical next steps.

It can help businesses to:
✅ Repair working relationships
✅ Improve communication
✅ Prevent concerns from escalating
✅ Reduce the time and cost of formal procedures
✅ Find solutions that allow everyone to move forward

Our founder and HR Consultant, 📝Nicola Smith, Chartered MCIPD, is also an Accredited Workplace Mediator. Through NCS HR Solutions, she supports employers and employees to navigate workplace conflict constructively before it progresses down a lengthy formal route.

Sometimes, the right conversation at the right time can make all the difference.

If you are managing a difficult workplace situation and would like to explore whether mediation could help, please get in touch.

NCSHRSolutions

11/08/2026

This morning I delivered a refresher Sexual Harassment Awareness & Prevention training to one of my manufacturing clients, making sure the team understands not only the current requirements, but what the strengthened duty will mean in practice.

With further changes coming in October 2026, employers will be required to take ALL reasonable steps to prevent sexual harassment in the workplace.

It’s a good time to ask yourself:

Have your employees and managers received appropriate training and is it refreshed regularly?

Do managers know how to respond if someone raises a concern or complaint?

Do you have a clear reporting and complaints procedure?

Do employees know who they can speak to and how to report concerns?

Have you carried out a sexual harassment risk assessment and do you regularly review it?

Do you have an up-to-date Sexual Harassment Policy?

Are you considering risks involving customers, suppliers and other third parties?

Having a policy sitting in a handbook is unlikely to be enough. Employers need to be able to demonstrate the proactive steps they are taking to prevent harassment.

Failing to do so could expose your business to Employment Tribunal claims, increased compensation, financial and reputational damage, as well as potential EHRC enforcement action.

October will be here before we know it.

If you’re unsure whether your business is prepared, or your managers and employees would benefit from Sexual Harassment Awareness & Prevention training, drop me a message. 👋

WorkplaceCulture EHRC PreventativeDuty

06/08/2026

Running a business can make us comfortable.
I’ll be the first to admit I’ve been guilty of it too.

We tell ourselves, “It’ll be fine. That won’t happen to us.” Until one day, it does.

Being proactive rather than reactive can make all the difference.

Sometimes the biggest risk isn’t investing in the right support- it’s choosing not to. The cost can be your business, your finances, your reputation, or the trust you’ve worked so hard to build.

HR isn’t something you should only think about when things go wrong.

It’s there to help keep things going right.

It’s about creating a positive workplace where people feel valued, managers feel confident, and employees are engaged. A happy workforce is often a more productive workforce, and good HR practices help protect everything you’ve worked so hard to build.

Don’t wait until you’re dealing with a grievance, disciplinary, tribunal claim or employee issue before seeking support. The best HR is often the HR that prevents those situations from happening in the first place.

If you’ve been putting HR on the “I’ll sort it later” list, maybe now is the time for a conversation.

If you’d like to chat about how proactive HR can support your business, my inbox is always open.

WorkplaceCulture SME ProactiveHR

04/08/2026

Redundancy is never an easy process, particularly within a small business where teams are often close-knit and working relationships feel personal.

However, even when there is a genuine business reason for redundancy, following a fair and meaningful process is essential.

From preparing a clear business case and consulting with employees to exploring alternatives and calculating redundancy pay, there are several important steps employers need to consider.

Our latest blog covers:
🔹 When redundancy may be appropriate
🔹 How to carry out meaningful consultation
🔹 Fair selection pools and criteria
🔹 Alternatives to redundancy
🔹 Common mistakes employers should avoid
🔹 How to manage the process sensitively

If you’re considering changes within your business, read our practical guide before beginning the process:

🔗 https://ncshr.co.uk/blogs/f/redundancy-in-small-businesses-a-practical-guide-for-employers

If you need support with redundancy or restructuring, NCS HR Solutions Limited can guide you through each stage, helping you manage the process fairly, sensitively and compliantly. Please get in touch to discuss how we can help.

PeopleManagement SMEBusiness RedundancySupport NCSHRSolutions

03/08/2026

Not every workplace disagreement needs to become a formal grievance.

Acas has published its updated draft Code of Practice on disciplinary and grievance procedures, with a clear emphasis on resolving concerns early and informally wherever possible.

One effective option is workplace mediation.

Mediation provides employees with a confidential and impartial space to discuss what has happened, understand each other’s perspectives and work towards a practical way forward.

It can help businesses:

✅ Repair working relationships
✅ Improve communication
✅ Prevent issues from escalating
✅ Reduce the time and cost of formal procedures
✅ Find solutions that everyone can move forward with

Did you know that I’m also an Accredited Workplace Mediator?

I can support employers and employees to address workplace conflict constructively and explore solutions before the situation progresses down a lengthy formal route.

Sometimes, the right conversation at the right time can make all the difference.

PeopleManagement Acas NCSHRSolutions

30/07/2026

Great feedback to end the week! 🙌

Supporting business owners and managers isn’t just about knowing employment law - it’s about giving them the confidence to handle the conversations that matter most.

From disciplinary, grievance, absence, performance and capability processes, we’re there every step of the way:

Practical HR advice tailored to the situation

Professionally drafted letters and documentation

Chair guidance notes to help managers lead meetings with confidence

Ongoing support before, during and after the meeting

Our aim is simple: to take the stress out of people management while ensuring employers remain fair, compliant and confident in their decisions.

Thank you to our clients for trusting NCS HR Solutions to guide them through some of the most challenging workplace situations. Feedback like this makes it all worthwhile.

If you’re facing a tricky employee issue, you don’t have to manage it alone.

BusinessSupport HRConsultancy EmployeeRelations NCSHRSolutions

Address

50/52 Wheelock Street
Middlewich
CW109AB

Telephone

+447817339452

Website

http://www.ncshr.co.uk/

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