If you’ve been wondering how to set up an HR consultancy, one of the biggest lessons is that success doesn’t come from reacting to every challenge as it arises. It comes from shifting into a leadership mindset – setting the direction of your business, anticipating what’s ahead, and making deliberate choices that align with your goals.
That transition from “reactive” to “strategic” is what separates a sustainable consultancy from one that constantly feels like firefighting. And it’s exactly the journey that many of our consultants, including Jane Fryatt of face2faceHR Abingdon, have experienced first-hand.
Why strategy matters when you’re starting out
When you first set up on your own, it’s natural to be reactive. You say yes to every client project, chase networking opportunities wherever they appear, and measure success by how busy you are. In those early months, it can feel like keeping the plates spinning is the priority.
But here’s the reality: without a longer-term strategy, it’s easy to get stuck in a cycle of short-term wins that don’t build into sustainable growth. Strategic thinking gives you:
- Clarity on your direction – knowing what type of clients you want and what services you want to specialise in.
- Confidence in decision-making – making choices that support your bigger goals, not just the immediate need.
- Consistency in growth – creating systems and routines that mean you don’t have to reinvent the wheel each time.
For HR professionals used to working in a corporate setting, the challenge is no longer about responding to someone else’s strategy, it’s about writing your own.
Jane’s story: from start-up to strategic growth
When Jane launched her consultancy in 2018, she laid a solid foundation with networking, retained clients, and the marketing model provided by face2faceHR. But the real turning point came in 2020, when she decided to invest in a five-year development plan with business coaching specialists.
That decision meant stepping firmly into the role of strategist for her business, rather than just reacting to whatever came along. And it paid off: despite the global pandemic, Jane applied discipline and focus, resulting in a 400% increase in turnover over five years.
Her approach included:
- Maintaining consistent marketing and networking routines, even when short-term results felt slow.
- Diversifying her services to include mediation, investigations, and manager development alongside retained HR support.
- Building a team of three employees, so she could step back from day-to-day delivery and focus on growth.
- Prioritising client experience, achieving an impressive +100 Net Promoter Score and generating 90% of new leads through referrals.
Jane’s success shows that moving into a leadership role in your own business isn’t about being the busiest consultant in the room – it’s about thinking ahead, investing in the right activities, and keeping sight of the bigger picture.
Moving from reaction to leadership: practical steps
So, what does that shift actually look like in practice? If you’re working out how to set up an HR consultancy, here are some of the lessons worth taking on board:
- Define your vision early
Decide what kind of consultancy you want to run. Do you want to stay as a solo practitioner, or build a team? Do you want to specialise in certain services, or stay generalist? A clear vision helps you say no to the wrong opportunities.
- Invest in planning, not just delivery
Carve out time in your week for business development, reflection, and goal-setting. It can be tempting to focus only on client work, but your consultancy won’t grow if you don’t.
- Build relationships, not just contacts
Networking works best when it’s strategic. Jane describes her approach as avoiding the “spray gun effect” – instead, being targeted and investing in long-term partnerships that deliver referrals and trust.
- Be adaptable but stay consistent
Strategy doesn’t mean being rigid. Jane had to adapt through COVID-19 and economic changes, but because her core plan was consistent, she could respond without losing direction.
- Think like a business leader, not just an HR professional
That might mean hiring staff, outsourcing admin, or training in new services. Every decision should be about creating capacity for you to focus on leading the business, not just delivering the work.
Lessons for aspiring consultants
Jane’s journey is a reminder that how to set up an HR consultancy isn’t just about technical HR skills or even early marketing. It’s about putting on the “business owner” hat and committing to strategy, even when the results aren’t immediate.
The consultants who thrive are those who embrace the leadership role: taking control of their future, creating a clear path for growth, and making proactive choices that align with their long-term goals.
Final thoughts
If you’re exploring how to set up an HR consultancy, remember that being proactive and strategic is just as important as HR knowledge. The shift from reaction to leadership is what transforms a busy consultant into a confident business owner.
Download our prospectus or get in touch if you’d like to find out more about the support available to help you make that shift.