Orion Consulting

One story at a time.​


Building Orions Future Through Strategic HR

Orion was established in 2015 in response to strong market growth in the land development and infrastructure sectors. They provide a variety of engineering services including engineering design, project management, construction management, development services, and urban + regional planning. 

What We Did

We first met Orion in 2018 and have watched them grow from a team of about 9 people to now 60 people in multiple locations, through organic growth plus more recently clever M&A activity which we supported as their HR Partner.

From 2020 as they started to increase the pace of their growth they wanted more regular HR advice but on an ’as needed’ basis. They didn’t need a lot so they decided to have 1hr per month which they could use at any time across that month. This time covers all the day to day questions that pop up like changing contractual entitlements, leave inquiries, interpreting awards etc. In addition to this they use us for more complex HR/employment law questions which we also resolve, billed on a time/cost basis.

This has included issues such as: transmission of business and employment obligations, minimising the risk of disability discrimination in the employment of a person with a long term illness, establishing inter-office secondment arrangements. In addition, we recently completed a specific project establishing their professional development plan and embedding their appraisal operating rhythm with the following key areas:

  • Developing and embedding a new capability framework
  • Align capability framework to all job descriptions. At same time, set KPIs for each position.
  • Build professional development planning scenarios + workshop so that planning is leader-led.
  • Deliver professional development planning workshop to Exec team + people leaders.
  • Individual coaching for leaders requiring additional support to establish PDP’s for direct reports.
  • Designing + embedding your performance appraisal process
  • Design of regular, informal performance management cycle with behaviour & performance measures. Build capability program & develop resources to support.
  • Platform implementation, including:
  • Platform selection
  • Embedding maturity framework into platform, including capabilities + behaviours
  • Building performance appraisal process into platform – ensuring these are more frequent + dynamic than biannual input.
  • Comms plan established for rollout of maturity framework + appraisal process to the organisation
  • Building your leadership capability through manager capability training – overall process, resources to support, how to have effective performance management conversations.

The Results

  • Successful identification of an online performance platform and embedding the platform in the organisation;
  • New capability framework created and embedded;
  • Training of all staff in the new platform, capability framework and process;
  • Ongoing HR Partner relationship delivered both virtually and in person.


2018 – Present
"We have worked with A-HA for over 3 years and they have been instrumental in ensuring our compliance with legislation on all matters of HR. they have also been extremely helpful in assisting us as we grew from a small company of 9 to the 75 strong today with advice and support along the way".
- Orlagh Byram, Business Manager
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