When you’re running a small business, bringing in the right HR consultant can make a big difference. But how to choose an HR consultant — one who truly fits your business, is a decision worth taking time over.

With so many providers out there, it’s not just about who has the best website or the longest list of services. It’s about finding a consultant who understands your business, communicates clearly, and helps you build the kind of working environment that makes sense for your size, stage, and ambitions.

Here’s a practical guide to help you ask the right questions and choose an HR consultant with confidence.

 

Red flags vs green flags

If you’re unsure how to choose an HR consultant, spotting the right signals early can help you avoid common pitfalls.

Before we go into the key questions, it’s worth knowing what to watch out for. A good HR consultant should be transparent, responsive and able to explain things clearly.

Red flags: vague pricing, one-size-fits-all answers, no references, or lack of clarity around how they handle personal data.

Green flags: tailored support, practical examples, part of a professional body or independent accreditation and a clear onboarding process.

 

1. Have you worked with businesses like mine before?

Experience matters, but relevance matters more. Ask if they’ve supported businesses of a similar size, structure, or sector. A consultant used to working with large corporates might take a very different approach to someone who regularly supports microbusinesses or SMEs.

For example, if you’re a 10-person digital agency based in the UK, you’ll want someone familiar with the realities of small team dynamics, lean budgets and fast-moving changes, not just big HR teams or corporate systems.

What to listen for: familiarity with your type of challenges, examples of similar clients, and insight into what’s typical (or risky) for a business at your stage.

 

2. Are you accredited or part of a professional body?

Professional membership or accreditation shows a commitment to high standards, ethics and ongoing development. HRi Accredited consultants, for example, have been assessed against professional standards that cover everything from expertise and knowledge to handling of client data.

Look for recognition from bodies like HRi or CIPD. When you’re working out how to choose an HR consultant, asking about professional accreditation is a great place to start. Accreditation helps you know they meet professional benchmarks — not just self-declared as experienced.

Why it matters: Accreditation offers reassurance that your consultant has been independently assessed.

 

3. How will you tailor your advice to our business?

One of the key factors in how to choose an HR consultant is understanding how well they can adapt their advice to your specific business context.

Good HR consultants don’t dish out one-size-fits-all templates. They take the time to understand your goals, culture, and constraints. Ask how they typically get to know new clients, and how they make sure their advice is actually useful for your setup.

You might also want to ask how they handle nuanced areas like culture fit, tone of voice in documentation, or supporting managers who wear multiple hats — common in small teams.

What to look for: a structured onboarding or discovery process, curiosity about your business, and a willingness to adapt their approach.

 

4. What’s your approach to balancing compliance and people needs?

Staying legally compliant is crucial, but so is creating a healthy workplace culture. A good HR consultant will help you do both. Ask how they balance risk management with building positive relationships at work.

You could also ask how they keep up with UK employment law changes — like holiday pay rulings or flexible working updates and how they translate that into advice that’s easy to act on.

What this reveals: whether they lean too heavily on policy over people, or vice versa. The right fit depends on your needs, but most small businesses need a pragmatic balance.

 

5. What does communication and availability look like?

Will they be available when something urgent crops up? Do they prefer email, phone, or scheduled check-ins? Clarity on communication avoids frustration later on, especially when you need a quick steer.

Some consultants offer set hours per month or unlimited support within a retainer. Others offer ad hoc services. Be sure you understand what’s included and what happens when you need more than expected.

What to ask: What’s their typical response time? Do they offer retainers or ad hoc support? How do they manage boundaries while still being accessible?

 

6. Can you share examples or references?

Most experienced consultants will have testimonials or case studies they can share (anonymised, where needed). Don’t be afraid to ask, it’s a great way to understand their style, results and client relationships.

Check if they’re listed in a professional directory, like HRi’s and whether past clients are happy for them to be contacted for a quick chat.

What this helps with: Getting a feel for how they work in practice, not just on paper.

 

7. How do your fees work?

Clarity around pricing is key. Do they charge hourly, per project, or via a monthly retainer? Are there any extras you might need to budget for (like template packs or site visits)?

In the UK, many consultants charge day rates or monthly retainers. Be clear on whether pricing includes VAT, how billing works and whether there are cancellation terms.

Why it matters: It helps you plan ahead and compare like for like when speaking with more than one provider.

 

Why working with an accredited HRi Certified^® Consultant can offer peace of mind

HRi Certified^® consultants have been independently assessed against professional standards, giving you confidence in their credibility, approach and commitment to quality. HRi Accreditation is the assessment process behind the HRi Certified^® mark. It’s built on HRi’s own professional standards framework, structured around four core pillars that define excellence in independent HR practice. HRi offers four levels of accreditation: Bronze, Silver, Gold and Platinum — each recognising different stages of consultancy maturity and capability. Bronze typically applies to roles such as HR administrators or virtual assistants and indicates a strong foundation in good practice and compliance, while Platinum reflects a well-established consultancy with robust systems, strategic experience and the ability to deliver at a high level. This tiered approach helps SMEs find support that aligns with their needs, whether operational, advisory or strategic.

You can also filter HRi consultants by location, expertise and specialisms, helping you find someone nearby or experienced in your sector. Many also list their areas of focus.

If you’re looking for someone who brings both professional rigour and understanding of small and medium-sized business life, start with the HRi Directory.

Need help choosing the right HR consultant for your business?
Visit our Directory of accredited HR and People consultants to connect with independently accredited HR professionals who specialise in working with SMEs.

 

Author: Mary Asante | HRi