What should an HR consultancy website include? A practical checklist

Make it obvious who you help

An employer managing a workplace complaint and an employee responding to an allegation may both search for HR advice, but they have different questions. If you serve both, give them clear routes. If you only advise employers, say so early rather than collecting unsuitable enquiries.

A useful opening answers three things: who you work with, which situations you help with and where you operate. 'Workplace advice for employers across Australia' gives someone more to evaluate than 'People solutions for a changing world'. Add detail that is true of your practice, rather than trying to sound comprehensive.

• Identify your primary client: business owner, HR team, employee or another defined group.
• Name the situations they recognise, such as a complaint, bargaining process or gap in internal HR capacity.
• State your actual service area and whether support is remote, on site or both.
• Give each distinct audience a clear next step without filling the navigation with overlapping labels.

Give important services enough room to explain themselves

A row of service names is a useful overview, but it rarely answers enough questions on its own. Create a dedicated page when a service has a distinct client need, process and set of questions. Do not create ten nearly identical pages simply to target variations of a keyword.

For Fletch Consulting, separating employers, employees, workplace investigations and enterprise agreement services helped organise different reasons for visiting. That structure follows the work the consultancy offers. Another practice might need a simpler set of pages focused entirely on retained support for employers.

Use this service-page template before thinking about the layout

Draft short answers to the prompts below. If a section is difficult to answer, clarify the offer with the practitioner first. Design can organise an explanation, but it cannot supply a missing scope or invent a process.

Keep outcomes within your control. Explaining your approach, deliverables and communication is more credible than promising a dispute will disappear or a negotiation will produce a particular result.

Show relevant proof without exposing sensitive client matters

A prospective client needs more than an assertion that the team is experienced. Show real names, current roles, relevant qualifications and specific areas of practice. Explain how that experience relates to the work described on the page.

Not every engagement can become a public case study. You can still explain your process, the types of organisations you support and the expertise of the people doing the work. Use testimonials or project examples only where you have permission, and review whether details could identify someone even without a name.

• Use real practitioner photos and biographies, with accurate credentials.
• Describe relevant work in concrete terms rather than relying on an unexplained combined-years figure.
• Use approved testimonials with enough context to be meaningful.
• Label hypothetical examples clearly; do not present them as client results.
• Avoid stock or generated people presented as your team, or office imagery presented as your premises when it is not.

Explain what happens after someone enquires

A vague 'Get in touch' button leaves the visitor to guess whether they are booking paid advice, requesting a callback or starting a formal engagement. Give the next step a plain description. If a first conversation is free, explain its scope; if it is paid, make that clear before booking.

Keep the initial form proportionate. A name, contact method and brief description may be enough to arrange a conversation. Do not invite detailed allegations, employee records or confidential attachments unless your process is designed to receive and manage them appropriately. Provide a route for discussing how to share further information.

• Offer a visible phone number and a usable mobile contact form.
• Explain who will respond and give a response timeframe only if the practice can meet it.
• Confirm successful submission and show a helpful recovery message if it fails.
• Check that replies to enquiry notifications reach the person who submitted the form.
• Test actual receipt with the business owner before launch, rather than stopping at an on-screen success message.

Use restraint deliberately

Peter's brief for Fletch Consulting was a corporate website that explained the services without being too flashy. The sky blue in the existing logo was a requirement, so the design built around that identity with pale blue surfaces, navy text and a measured layout.

The visual decisions supported the content: readable headings, clear service groupings and an obvious contact route. A national-service section explained the Brisbane base and Australia-wide support. Those details give the site purpose without relying on constant animation or decorative effects.

For your own site, check text contrast, comfortable reading sizes and the mobile layout before adding motion. Put genuine team photography where it helps visitors assess the people. Choose supporting imagery for atmosphere, while keeping its role distinct from evidence about the business.

HR consultancy website FAQs