Employment · organisation · professional development
Employment advisory, organisation and people development for approaching business decisions through one integrated lens: from rules and costs to roles and the people who lead them.
Business experience. Professional expertise. People development.
Employment Advisory, Organisation & People Advisory, and People & Leadership Development. Advice on the questions your business faces, with coordination where needed.
Explore the business area →02A career transition, new management responsibilities or the development of your professional practice: work focused on the decisions ahead of you.
Explore the pathways →Business needs
Businesses may come to Laboris for ongoing employment support, organisational growth or management development. The starting point varies; the ability to consider closely connected aspects of day-to-day business remains.
Continuing support for employment relationships, personnel administration and compliance, alongside advice on hiring, contracts, grading, pay and incentives, role changes and exits. Italian employment rules and their practical application are considered together with cost and the implications for the business.
Employment AdvisoryProjects and targeted interventions where roles, responsibilities and processes no longer suit the size or complexity of the business. The work may address growth, reorganisation, new management layers, HR processes or oversight of the People function.
Organisation & People AdvisoryDevelopment programmes grounded in the management role and business context: authority, delegation, stakeholder relationships, teams and difficult conversations. The work supports people taking on new responsibilities and managers whose roles need to evolve with the organisation.
People & Leadership DevelopmentAreas of work
Every requirement has a starting point. The value lies in connecting it to the rest of the organisation.
Payroll and personnel administration, contracts and employment relationships, employment cost, industrial relations and the implications of organisational change under Italian employment rules.
Find out more02Organisational design, roles and responsibilities, processes and ways of working, digital tools, objectives and performance review systems.
Find out more03Development for managers, teams and people through coaching, workshops, assessment and work connected to organisational needs.
Find out more
The practice
Laboris Advisory was founded to bring under one roof disciplines that are never truly separate within a business: employment advisory, organisation and people development. Sabrina Selmi is its founder and lead professional.
Discover LaborisReal situations
An early review of cost, grading, reward structure and the responsibilities of the role.
Aligning role, responsibilities, reward and leadership development.
Redefining decisions, roles and processes while considering the employment implications.
Approach
Contracts, processes and working relationships all affect the same decision. Laboris Advisory considers the technical implications alongside what happens within the business, so that the advice fits the situation. Care for the client is also evident in the daily work: answers, updates and attention to unresolved matters.
What you can expect
Clear answers, agreed timings
Every request has a named contact and an agreed response time. Answers set out the options, the consequences and the next steps, so you can decide.
Initiative on what matters
In our regular reviews we raise the issues, deadlines and opportunities that are relevant to your business, together with proposals on how to address them.
Continuity in following the work
We follow the agreed activities through to completion, coordinate the people involved and keep you updated on progress, obstacles and anything still open.
Method
Our first conversation covers the business’s situation, what it wants to achieve and the constraints that need to be taken into account.
The proposal sets out priorities, the work to be done and the responsibilities of each party.
We stay in touch as the agreed work progresses, discuss developments and review what has been done.
FAQ
Established or growing companies that need to manage people, processes and roles on an ongoing basis. It is designed for those looking for a steady point of reference on decisions about people.
Yes. Each area has its own scope. When a requirement involves more than one, the activities are coordinated and set out separately in the proposal.
With a conversation about your requirements and current set-up. A written proposal follows, covering activities, responsibilities and fees; work starts according to an agreed plan.
Yes. Where an internal HR function or other advisers are already in place, we work in continuity with them, integrating into the agreed processes and scope. We can also support growing companies that have not yet built an internal HR department, acting as an external HR function and helping them manage and develop that capability over time.
Laboris is deliberately built as a boutique practice: we choose to work with a limited number of clients so we can follow each one with continuity, attention and direct responsibility for the quality of the work. Every client has a clear point of contact, agreed response times and ongoing oversight of open activities and issues. The practice grows without compromising this level of care.
Contact
A few lines about the context are enough to work out where to start and with what scope.