vivoHR and KBO Fire and Security Ltd have a relationship which has lasted for over a decade. What started as the need to have a little help with one issue over the years has grown into a trusted long-term partnership. vivoHR are part of the furniture, KBO’s go-to for anything people-related, from legal compliance and conflict resolution to culture and change.

We’ve supported multiple stages of growth during our relationship, as well as the and the day-to-day realities of managing the complexities of a workforce that is a mix of office, field and remote based staff.

Most recently, the business has been through a major management restructure. The change was a positive step for the future of the business but sparked a level of uncertainty among some staff who became concerned about job security and the future direction of the company. This led to some employees leaving the business and we have worked together to make the exit process as positive as possible.

With over ten years’ knowledge and insight to the business, its culture, people and challenges vivoHR have been able to provide practical yet empathetic problem solving and hands on management of issues.

Employee issues during the period of change increased, all were handled fairly and consistently. We offer scripts, templates and, where needed, we take the manager role in meetings, hearings and outcomes.

Performance issues are being recognised early and dealt with by line managers constructively.

Leavers are now given the chance to share their experiences through structured exit interviews with vivoHR– this opportunity for the employee to share insight into morale, communication gaps, and leadership trust issues that they otherwise would not is key to the business seeing where it can do better and working together, we make those improvements.

With the business evolving, policies need to be reviewed and updated, aligning them with current law and what actually happens in practice. Processes have been streamlined to maximise efficiencies.

Throughout these changes we have supported the focus the leadership team have put into developing and strengthening their team. Team leaders are becoming more confident, staff retention is improving,and leaver feedback is being taken into consideration for future improvements.

After more than a decade working with KBO we’ve been with them through steady growth, rapid expansion, and now significant organisational change. At every phase, the core HR needs remain the same: clarity, fairness, consistency, and people focused leadership.

This is a perfect example of how HR relationships are more than just policies, it’s about being a trusted member of the team.