Clear HR processes for Australian employers, built remotely
We help owners and managers of Australian businesses audit their HR practice, design clear processes and documents, and train team leaders. The work is remote, and a qualified local adviser confirms award and Fair Work points.
Not sure what you need? Tell us about your business in six short steps and we will come to the first meeting prepared.
Share your requirementsIn brief
GullyHR, based in Bengaluru, helps Australian businesses with the practical side of HR: audits, process design, handbooks, onboarding, performance routines, manager training and ongoing HR operations support. We work remotely by video and shared documents. We give no legal advice, so your local adviser confirms award and Fair Work points before we build them into a process.
Time zone. Sydney and Melbourne are 4 hours 30 minutes ahead of India in standard time and 5 hours 30 minutes ahead during daylight saving. Perth is 2 hours 30 minutes ahead of India all year. Queensland does not use daylight saving, so check your own zone. Meeting windows are agreed at the start.
Who this suits in Australia
- A small or mid-sized business in services, trades, retail or hospitality that needs written processes and consistent manager practice.
- A company with a mix of full-time, part-time and casual staff that wants clear records and a repeatable way to handle changes.
- A business that hired quickly and now has employment contracts, rosters and policies that no longer match how it operates.
- A growing firm without an HR lead that wants an outside review before the next round of hiring.
What we do for businesses in Australia
HR audit
We review how hiring, contracts, onboarding, records, reviews and exits actually run. You receive written findings and a ranked action list, with award and Fair Work points flagged for your adviser.
Read more →HR process design
We map routines such as onboarding, rostering requests, leave approvals, probation and performance concerns, and write them as clear steps with owners.
Read more →Employee handbook and policies
We draft a handbook structure and policy set in plain Australian English, covering conduct, leave, flexible work and complaints. Your adviser reviews the final wording before release.
Read more →Performance management process
We design a simple routine for goals, check-ins, feedback and documentation of concerns, so managers address problems early and fairly.
Read more →Fractional HR management
A steady, part-time HR operations partner for businesses not ready for a full-time hire. We run trackers, documents and manager check-ins remotely.
Read more →HR situations we help with in Australia
Awards add a layer many owners miss.
Many employees are covered by a modern award, which sits alongside their contract. Owners often discover this only when a pay or rostering question arises.
Employment types are mixed up.
Full-time, part-time, casual and fixed-term staff are treated differently in contracts and records. Without a clear register, changes in hours or status go undocumented.
Performance and dismissal need care.
The Fair Work system gives employees protections around dismissal. Managers who act without records or a fair process create avoidable risk.
Contracts and policies drift out of date.
A contract written at the start rarely matches the role two years later. Handbooks copied from another business add to the mismatch.
Superannuation and pay inputs depend on clean data.
Errors usually start upstream, with incorrect hours, classifications or start dates. A clear joiner and change process reduces them.
Workplace health and safety includes people issues.
Bullying, stress and incident reporting need a defined route. Many small firms handle them informally, with nothing written down.
Managers handle HR without training.
Team leaders in small businesses run interviews, give feedback and manage leave requests with little guidance. Practice is uneven across teams.
Local rules your adviser confirms
We do not give legal advice and we do not claim to know every Australian rule. Before we build a process around any item below, your lawyer, employer association or local adviser should confirm what applies to your business.
| Topic | What we do about it |
|---|---|
| Fair Work Act and the National Employment Standards | These set the baseline for most employees. Your adviser confirms how they apply, and we design the leave, hours and records steps around the result. |
| Modern awards and enterprise agreements | Your adviser confirms which award or agreement covers each role. We build classification, rostering and pay-input steps around that confirmation. |
| Casual, part-time and fixed-term employment | Rules differ by type and change over time. Your adviser confirms the position, and we create a register and change process to match. |
| Unfair dismissal and general protections | The Fair Work Commission handles these matters. We prepare internal documentation and manager steps, and your adviser guides any decision to dismiss. |
| Superannuation | Employers have super obligations. Your payroll provider or adviser confirms them, and we design the HR inputs that feed that process. |
| Workplace health and safety, and workers' compensation | State and territory regimes differ. Your adviser or regulator confirms the rules, and we document the incident-reporting and complaint routes. |
| Work rights and visa conditions | Employers must check that staff can work lawfully. Your adviser handles this, and we place the check correctly in the onboarding steps. |
| State and territory differences | Long service leave, public holidays and other points vary by state or territory. Your adviser confirms them, and we flag them clearly in the policy set. |
GullyHR does not give legal advice. We design the HR process around a rule once your qualified local adviser has confirmed it.
How remote delivery works
- 1
Intake call
A video call to understand your business, states, team mix and main concerns. We agree the scope in writing.
- 2
Document and process review
You share contracts, handbooks, templates and trackers through a shared folder. We read them before the next conversation.
- 3
Findings and design
We send written findings or draft processes and documents. Anything needing legal or award confirmation is clearly marked.
- 4
Review with your adviser
Your lawyer or local adviser checks the flagged items. We revise the drafts based on what they confirm.
- 5
Handover or ongoing support
We hand over final documents and a short walkthrough for your managers. If you want continued help, we agree a regular routine over video and shared documents.
What we do not do
- We do not give legal advice or opinions on the Fair Work Act, awards or state law.
- We do not run payroll, calculate pay or superannuation, or lodge government returns.
- We do not handle visas, migration or work-rights decisions.
- We do not provide background verification or contract staffing.
- We do not interpret which award applies to a role or advise on a specific dismissal.
Questions from businesses in Australia
Yes, with the process and documentation side. We review practices, design workflows, draft documents and train managers remotely. Legal and award questions stay with your own adviser.
We know these exist and where they affect a process. We do not give legal advice or interpret awards. Your adviser confirms what applies, and we build it into the process.
No. Award coverage is a legal and classification question for your adviser or employer association. Once confirmed, we design rostering, leave and pay-input steps around it.
We draft the structure and plain-English wording. Your lawyer should review them before you issue them, because awards and state rules differ. We then revise based on their comments.
Meeting windows are agreed at the start, based on your state. Between calls, work moves through shared documents and written updates, so progress does not depend on live overlap.
No. We do not compute payroll or lodge returns. We can design the HR inputs that feed your payroll provider, such as joiner, hours, leave and exit information.
Cost and duration depend on scope, number of states, existing documents and how much your team can share. After the intake call we send a written scope with a quote and timeline for your approval.
Fill in the requirements form on our site or book an intake call. Tell us your team size, state and main concerns, and we reply with a suggested first step.