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Become a Provider of Engagement and Alignment Assessments

The STAR Workplace Program is a proprietary tool of HR Coach. Consultants have used it since 2008 to gain valuable data on their clients, prove ROI for their HR services, and focus on what really matters. 

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We now have over 140 HR consultants licensed to use the platform and generate revenue directly for their business, under their own brand. 

Our platform allows HR consultants to manage multiple strategic alignment assessments simultaneously with minimal ongoing time investment. In fact, the majority of our HR consultants spend less than 8 hours per assessment - and that includes 5 hours onsite facilitating. 

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We've streamlined and automated the process so that you can achieve extremely high employee survey completions (>90% over average), automatically generate benchmarked reports and build a results presentation in minutes - so you can focus on what you enjoy doing. 

Built for the Best HR Consultants

Supporting Sustainable HR Consulting Businesses

Most consultants, no matter the industry, experience a feast or famine cycle that can be catastrophic to their business, mental health and relationships. 

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Feast and Famine Cycle

  1. You spend 100% of your time networking and building relationships to generate work for your consulting business. 

  2. You generate work off your network efforts and now have to do it. 

  3. You get so busy completing the consulting work that you don't have time to network, build relationships, or do the admin work your business needs. 

  4. You finish the consulting work, invoice the client, and have no activity in your funnel because you had no time to network. 

  5. Repeat again and again until the stress becomes too much for your business, your mental health or your relationships. 

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So, what is a sustainable HR consulting business?

Sustainable HR consulting businesses generate at least 40% of their revenue from productised sales - sales that aren't directly linked to selling your time. This allows you to spend consistent time networking, relationship building, and invoicing - all things you need to do to stop the 'famine'. 

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Examples of Products in HR consulting

There are many examples of products in HR consulting that can help you get the right split on your revenue:

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Why use STAR Workplace to measure Stragetic Alignment?

The well-documented STAR Workplace process immediately positions your business as a provider of strategic HR services. It provides you and your client with key diagnostic data on:

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  1. Strategic Alignment

  2. Company Performance

  3. Employee Engagement

  4. Management Culture

  5. Employee Culture

  6. Psychosocial Risk

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Using these metrics, you then build an Action Plan with your client to address their low-performing areas - unlocking the rest of your HR consulting toolkit. 

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Consultants use colour-coded graphs to understand where the pain points are, mapped to proprietary industry benchmark data to show ROI at every step of the process. 

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Consultants that are certified with the STAR Workplace Program receive:

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  • Unique consultant login to the platform to manage all of your clients through your own dashboard

  • A completely documented process that details how to run the 6 week program in only 8 hours your time.

  • Access to a complete marketing toolkit for brochures, white papers, proposal templates and pitch decks

  • Access to sample reports to help educate your market. 

  • Listing on our website as a certified provider of the Platform. 

  • Access to our Referral Partner Network. 

  • New white papers and research papers regularly

  • Ongoing support

Your ROI

In 2023/24 our high-performing HR Coaches:

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  • ran 5+ STAR Workplace Programs

  • Generated almost $30,000 in revenue for their business and $25,000 in profit.

 

Since we launched the STAR Workplace Platform, we have generated over $4.5 million in revenue for our HR consultants, while adding real value to their clients. 

Your clients remain your clients - we support you to run the program through your business, but we don't interact with your client without your permission. 

Referral Program

Referral Program

Want to handball the strategic alignment assessment piece directly to another provider? Join the STAR Workplace Referral Program, and we will handle the whole process with your client. You will get the trailing reward and any of the ongoing HR consulting work that might come out of it.

FAQ - Consultants
  • What is the difference between an employee engagement survey and employee satisfaction survey?
    Employee satisfaction surveys report on the satisfaction of employees - and nothing else, regardless on if it impacts the business. Employee engagement and alignment surveys have employee satisfaction as a metric in the analysis, but don't rely solely on satisfaction. Employee engagement surveys should measure employee culture, management culture, employee satisfaction, company performance, employer satisfaction and psychosocial risk.
  • What is the difference between an employee engagement survey and a culture survey?
    Culture surveys only look at pre-determined culture markers for your business. Sometimes these are unique to your business, but usually they are a mixture of the 10 key culture drivers of Australian businesses. Engagement and alignment surveys look at the entire business performance and give you a rating on employee satisfaction, employee and management culture, employer satisfaction and psychosocial risk.
  • How much work will I have to do?
    STAR Workplace is 100% managed and facilitated by expert consultants. You don't have to interview your team, send out survey links, analyse the data. All you have to do is contribute to the data collection, using our proprietary Employer assessment and Company Performance assessment. Then sit back and wait for the results to be analysed and presented back to you. Over a 6 week program, you might have to invest 6 hours of your time in total, including having the results presented to you.
  • How often should you survey your team?
    Once a year. Any more than that and your business doesn't have time to make changes and for the changes to set in. Surveying your team also takes them away from doing their job, and can create survey overload - where employees become less engaged because nothing has changed since they last provided feedback.
  • What is psychosocial risk?
    Psychosocial risk refers to the potential harm to employees' mental health and wellbeing caused by workplace factors such as excessive job demands, poor workplace relationships, or lack of support. For Australian business owners, understanding and managing psychosocial risks is now a legal requirement under WHS laws and directly impacts your bottom line through productivity, retention, and compliance costs. Key workplace factors that create psychosocial risks include: High workload or job demands Low job control Poor support from supervisors Workplace conflict or poor relationships Lack of role clarity Poor organizational change management Job insecurity Work-related violence and aggression The Business Impact: Increased absenteeism and sick leave Higher staff turnover Reduced productivity Legal and compliance risks Workers' compensation claims Damage to company reputation
  • Why is benchmarking important?
    Benchmarking in employee engagement surveys is crucial for Australian businesses because it transforms raw survey data into actionable business intelligence. Without benchmarking, you're essentially operating in the dark – you might know your engagement score is 70%, but you won't know if that's cause for celebration or concern. Key Benefits of Benchmarking: 1. Performance Context Compare your engagement levels against similar Australian businesses Understand if your employee experience is helping or hurting your competitive advantage Identify whether your HR investments are paying off relative to industry standards 2. ROI Validation Justify your investment in employee engagement initiatives Identify which areas need immediate attention to prevent costly turnover Prioritize improvements based on where you fall significantly below benchmarks 3. Strategic Planning Set realistic improvement targets based on industry standards Focus resources on areas where you lag behind competitors Track year-over-year progress against both internal and external benchmarks 4.Risk Management Identify engagement scores that could signal compliance risks Spot potential turnover risks before they impact your bottom line Compare your results against Australian workplace standards What Good Benchmarking Looks Like: Industry-specific comparisons Size-appropriate business comparisons Local market context Regular updates to reflect current market conditions
  • Is this an ongoing subscription?
    No. You only pay for the work that gets completed with no lock in obligations. Businesses typically complete the STAR Workplace assessment and action plan with their HR Coach. From there, they decide on what they need to focus on, what the budget for these actions are, and who will do it (either internally, externally, or a mixture of both).
  • What do I get out of it?
    All businesses, regardless of size receive: ​ The entire process facilitated by a Licensed HR Coach, so you can focus on running your business STAR Workplace Report - including all analysed data and benchmarked against 900+ Australasian businesses Qualitative Report - including all data from participants, broken down by question to protect the anonymity of the participants and gain the most value for the business. Team Dashboard - to share your results with all the members of your team HR Dashboard - to share HR-specific data with your HR team to start actioning change Psychosocial Risk Report - your data points mapped against the Psychosocial Risk Factors Industry Benchmark Report - your data directly compared with other businesses in your industry Certificate - to share with your network, highlighting your business's success and help attract new employees and customers
  • Who does all the work?
    Your HR Coach facilitates the entire process from start to finish. You will be asked to provide input during the Employer Assessment and your team will provide anonymous input using our built for purpose survey platform. Once the results are known and presented back to you, you decide on what you want to focus on, the budget and who is responsible.
  • Can I ask my employees questions specific to my business
    Yes. Our platform allows up to 10 free text questions to be asked of your team, in addition to the benchmarked questions. These questions allow participants to respond using a rating scale or free text.
  • Is the survey anonymous?
    100%. We've built the platform to provide participants with 100% anonymity to ensure we get the most reliable results possible. We know if participants have completed their survey or not - but that is the extent of it. As soon as they complete their survey, all emails and names are scrubbed from the data to protect their anonymity.

FAQ

Book an information meeting

Book an information meeting to understand which option is right for your business. 

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