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Polowiec & Partners

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Consulting areas

HR & Management

HR Legal Partner – securing people and businesses.

We support employers in building safe and effective organisations

We approach HR processes from both the management and HR department perspectives, taking into account the organization's culture, business goals, and legal certainty. We help mitigate risks, including litigation, while supporting the implementation of business priorities. We advise on both day-to-day operational matters and complex projects, including reorganization and restructuring.
Learn about the scope of support
Rules of cooperation

HR & MANAGEMENT

We operate as part of the team

We accompany the organization, support decision-making processes, and help implement solutions at every stage.

Constant, ongoing support from the HR team

As an "extension” of the HR function in the area of labor and employment law.

Collaborative development of solutions (HR + legal)

Taking into account business realities, organizational culture and risk.

Proactivity

Signalling risks, recommendations for improvements, "lessons learned" after cases.

Quick surgical consultations

Short questions, communication reviews, "here and now” decisions instead of formal opinions.

Permanent contact channels and SLA

Duty/consultation windows, priorities, short statuses.

Co-responsibility for the process

Participation in design and implementation, not just evaluation at the end.

HR & MANAGEMENT

SCOPE OF Services

Ongoing employment management (employee lifecycle)

  • Recruitment and pre-onboarding: clauses, consents, recruitment questions, compliance verification
  • Contracts and documentation: employment contracts, B2B, contracts of mandate, specific work, annexes, changes in positions/salaries, scope of duties
  • Employment conditions: working time, working time systems, overtime, on-call duty, remote/hybrid work, business trips
  • Leave and absence: application practice, documentation, interpretation disputes
  • Termination of cooperation: notices, agreements, disciplinary actions, "peaceful" separations, separation packages, offboarding

Employee relations and difficult cases (employee relations)

  • Support in conflict matters: disputes, complaints, irregularities, allegations of mobbing/discrimination
  • Investigative proceedings: process design, roles, questions, protocols, recommendations for corrective actions
  • Workplace discipline: disciplinary actions, disciplinary discussions, corrective action plans
  • Preparing HR/managers for difficult conversations and sensitive communication (short briefs + scenarios)

Documents and the HR ecosystem (policies, regulations, standards)

  • Regulations and policies: work, remuneration/benefits, remote work, anti-mobbing/anti-discrimination, whistleblowing
  • Templates and tools: checklists, letter templates, playbooks for HR and managers
  • Documentation consistency review (what works, what is dead, where are the risks)

HR projects and organizational changes (implementation partnership)

  • Structural changes/reorganizations/reductions: plan, communication, schedule, documents, risks
  • Changes to remuneration and bonus systems: implementation, regulations, communication
  • Transfers, transfer of workplace, outsourcing (if applicable)
  • Trade unions/employee representatives: consultations, procedures

Regulatory implementations (HR compliance – from requirements to practice)

  • Analysis of the impact of legal changes on the organization and HR processes (what needs to be changed, where are the risks, what is the priority)
  • Designing and updating documents: policies, regulations, procedures, clauses, communication templates (HR/managers/employees)
  • End-to-end implementation: schedule, roles, checklists, action and decision scenarios, ready-made HR tools
  • Communication and change management support: announcements, Q&A, instructions for managers, materials for employees
  • Implementation training and workshop sessions
  • Implementation audit and "lessons learned": consistency test, evaluation of practical operation, recommendations for improvement
  • Updating and maintaining compliance (change monitoring, periodic reviews, corrections after incidents/reports)

Employee processes

  • Assessment of the validity of claims and potential litigation scenarios
  • Identification of legal, financial and image risks
  • Recommendations regarding the strategy and possible solutions
  • Full service in court proceedings, including representation before all instances of labor and civil courts

Training and workshops

Training and competence support

Workshop training for HR and managers

Discipline, conversations, working hours, equal treatment, documentation.

"Office hours"

Cyclic exclusive availability.

HR update sessions

Training sessions on implemented regulations

Compliance HR.

Polowiec & Partners

Clear rules of Cooperation

Common priorities

We set tasks together with the client's business and operational teams, focusing on issues that require a quick response and are important for business continuity.

Direct communication channels

We tailor our collaboration to the client's preferences and needs. We are available both remotely and on-site – during meetings, workshops, and on-site visits. We prioritize direct contact, efficient communication, and the absence of unnecessary barriers.