HR Foundations & Administration: Onboarding, Policies & Contracts

Sound HR administration rarely gets noticed when it works, and it shows up quickly when it doesn’t. Inject sets up the documents, processes and systems behind employment, from the agreement a new starter signs to the exit interview when they leave, so probation decisions get made on time and staff feedback actually reaches the leaders who can act on it.

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Six parts of the employee lifecycle that need a reliable system behind them

Most businesses start with the area causing the most friction, such as contracts that no longer match how the business runs or probation periods that slip, and build out from there.

Business owner reviewing documents on a laptop

Contracts and policies

Employment agreements, contractor agreements, position descriptions and HR policies drafted, reviewed and kept current with legislation.

Team working in a modern open-plan office

Employee onboarding

Structured 30, 60 and 90 day plans so new starters land well, become productive sooner and feel part of the team, with less load on the manager.

Manager reviewing performance with the team

Probation management

Diarised milestones and prompts at 30, 60 and 90 days so probation decisions get made rather than missed.

Employee feedback and engagement surveys

Structured pulse and annual surveys that surface issues early, so leaders can act on real sentiment.

Two colleagues in conversation over coffee

Offboarding and exit interviews

Exit interviews, handover protocols and clean separation documents so departures stay professional and the business learns from them.

Consultant reviewing information at a computer

HR online technology

Employment Hero set up to centralise records and contracts, automate reminders and give leaders a current view of the team.

Employment Hero implementation →

Employment Hero implementation, set up around how the business already runs

Employment Hero is an Australian HR and payroll platform that brings employee records, contracts, onboarding, leave, performance reviews and engagement surveys into one system. Inject is an Employment Hero partner, and in 2024 Tommy Sim was invited into Employment Hero’s inaugural Partner Network Leaders group, which helps shape how the partner network and the platform develop.

For clients, being a partner means the people setting up the system also know the HR work it has to support. We build Employment Hero around the foundations on this page, so it reflects how the business runs from the first day it’s used. That includes:

Contracts, policies and position descriptions loaded and ready to issue
Onboarding workflows with 30, 60 and 90 day check-ins
Probation and review reminders for managers
Engagement and feedback surveys
Employee records and documents in one place

Most recurring people issues trace back to a foundation that was never set

A role without a current position description makes performance conversations harder. A probation period that slips past its end date limits the options. Policies written years ago can say one thing while the business does another.

Getting the foundations right early means fewer of these issues reach the owner’s desk, and the ones that do are simpler to resolve because the paper trail already exists.

What leaders notice once HR administration runs on a system

The aim is a people system that runs without reminders from the owner, so managers spend their time on the team rather than on chasing paperwork.

Smoother onboarding

New starters are productive sooner, with less manager time spent getting them there.

Probation on time

Reviews and decisions happen at the right point instead of slipping through the cracks.

A motivated team

Leaders hear what staff are telling them and can act on it.

One source of truth

HR records, contracts and feedback sit in one place.

Related services: HR Audit, HR Compliance and all HR services.

Hear from the businesses that trust Inject

“I found I was spending a lot time chasing my staff with very little result. The result of working with Inject was that all my staff are now outperforming their targets and I have a lot more time on my hands to work on the business and to be with my family.”

“What I really liked was how they not only listened to us, but they also build really strong and trusted relationships with my senior staff. I have absolutely no hesitation in recommending them to any company who wants both a fun culture, as well as a team of people who are focused on the things that make you money.”

“Tommy and his team have really taken the time to understand our business and the underlying motivators for the decisions we make that have an impact on HR. This has enabled the team at Inject HR to take a targeted approach to the services and advice they provide as opposed to those who opt for a generic ‘one size fits all’ approach.”

“That’s HR at another level. It’s beyond templates and compliance. It’s about helping shape the business we’re becoming. If we want to grow well, it all comes back to people.”

Practical people advice from Lead to Grow, with Tommy Sim

Lead to Grow with Tommy Sim

The Onboarding Problem Nearly Every Manager Has

Before deciding a new hire is not right, it is worth asking whether they have failed the role or only failed the onboarding.

Lead to Grow with Tommy Sim

12 Tips for Giving Feedback

Most managers know they should give more feedback. Tommy Sim shares twelve practical ways to make the conversation easier and more useful.

More episodes of Lead to Grow

Supporting clients with teams in Melbourne, Sydney, Brisbane, Adelaide and Perth.

Frequently asked questions

What does HR administration include?

It covers the documents, processes and records behind employment. That includes employment agreements, HR policies, position descriptions, onboarding and probation, employee records, feedback surveys and offboarding.

What HR policies does a small to medium business need?

It depends on the industry, award coverage and size of the team. Most businesses need policies on workplace behaviour, leave, flexible work, safety, technology use and grievances, written to match how the business actually operates.

Can Inject review our existing employment agreements and policies?

Yes. We review current documents against legislation and the way the business works, then update or redraft what needs it.

What makes employee onboarding work well?

A clear plan for the first 90 days, a manager who knows what happens at each stage, and check-ins that catch problems early. Inject builds that structure so onboarding doesn’t depend on whoever happens to be available.

What does it mean that Inject is an Employment Hero partner?

Inject works closely with Employment Hero and sets the platform up for clients as part of their HR foundations. Tommy Sim was also part of Employment Hero’s inaugural Partner Network Leaders group, formed in 2024 to help shape the partner network and the platform.

Do you provide policy templates?

We draft policies for each business rather than handing over generic templates, because a policy that doesn’t match how the business runs creates risk instead of reducing it.

HR foundations and administration