Frequently Asked Questions
1. Do I need a written employment agreement for every employee?
Yes. Under New Zealand law, all employees, whether permanent, fixed-term, or casual, must have a written employment agreement. We ensure your agreements are compliant, clear, and tailored to your business.
2. How do I manage a restructure or redundancy process correctly?
We guide you through consultation, documentation, and communication to ensure your restructure is fair, compliant, and strategically managed to minimise disruption.
3. What are my obligations under the Employment Relations Act 2000?
Employers must act in good faith, follow fair process, and meet minimum standards. We help you interpret and apply the law to protect your organisation and support your people.
4. Can you assist with independent workplace investigations?
Yes. We conduct confidential and unbiased investigations into sensitive matters, ensuring procedural fairness and legally sound outcomes.
5. What is mediation, and how does it work in employment disputes?
Mediation is a voluntary and confidential process that helps resolve workplace issues. We offer culturally responsive mediation that promotes resolution and preserves working relationships.
6. Do you support union negotiations and collective agreements?
Absolutely. We have deep experience in unionised environments and can support you through collective bargaining, consultation, and industrial relations strategy.
7. Can you help us develop or review HR policies and employment documentation?
Yes. We draft and refine employment agreements, policies, and procedures to ensure legal compliance and alignment with your organisational values.
8. How do I address workplace bullying or harassment?
We provide investigation and advisory services to help you manage complaints fairly and in line with WorkSafe NZ and employment law standards.
9. Do you offer strategic HR consulting and leadership coaching?
We help align your people strategy with organisational objectives through leadership coaching, capability building, and inclusive culture development.
10. How do I engage your services, and what is the process?
Start with a confidential consultation. We will assess your needs and provide a transparent proposal. Our services are flexible and range from one-off advisory to retained partnerships. Contact us today.
11. How do you support managers in having difficult performance management conversations with employees?
Navigating tough conversations requires more than just a script , it demands empathy, clarity, and cultural awareness. I equip managers with practical tools and tailored strategies and approach, to address performance concerns in a way that builds trust, preserves dignity, and drives accountability and development. Whether it’s preparing for a formal performance review or addressing ongoing issues, I help leaders approach these moments with confidence, legal rigour, and emotional intelligence.
12. How do I resolve a workplace conflict without escalating to a formal grievance?
At Strategic People Solutions Aotearoa, we believe not every conflict needs to become a case file. Many tensions can be resolved through early, respectful dialogue — especially when guided by a neutral, culturally attuned facilitator. We offer restorative approaches that prioritise clarity, empathy, and accountability, helping teams move forward without the weight of formal escalation. Our process builds trust, not just compliance.
13. Can I address interpersonal tension in my team using culturally respectful methods like Tikanga Māori or Ubuntu principles?
Absolutely. We specialise in integrating culturally grounded frameworks into conflict resolution. Whether it’s applying Tikanga Māori values like manaakitanga and whanaungatanga, or Ubuntu’s emphasis on shared humanity, we help you navigate tension in ways that honour identity and restore connection. This isn’t just about resolving issues — it’s about strengthening the cultural fabric of your workplace.
14. What are my options when a conflict is affecting team wellbeing but no one wants to “make it formal”?
When formal processes feel too heavy, we offer confidential, low-impact interventions that protect psychological safety while addressing the root causes. This might include facilitated kōrero, coaching, or tailored team sessions that surface concerns without blame. Our approach is designed to restore trust, reduce stress, and prevent escalation — all while keeping dignity intact.
15. How do I manage conflict when cultural misunderstandings are at the heart of the issue?
Cultural misalignment can quietly erode team cohesion. We help you unpack these tensions with sensitivity and strategic clarity. Through guided dialogue, cultural competency coaching, and practical frameworks, we support both parties to understand, reflect, and realign. Our goal is not just resolution — it’s transformation through deeper understanding.
16. What’s the best way to support a manager who’s caught in the middle of a team conflict?
Managers often carry the emotional weight of team conflict without the tools to navigate it. We offer strategic coaching that equips leaders to respond with confidence, fairness, and cultural intelligence. Whether it’s reframing the issue, facilitating resolution, or managing risk, we stand beside your leaders to ensure they feel supported, not isolated.
If you have any further questions, feel free to reach out to me.