Starting an HR consultancy offers a unique opportunity to blend your expertise with flexibility and autonomy. Whether you’re setting up independently or exploring a franchise option like face2faceHR, 2025 is the perfect time to focus on thoughtful planning and strategic goal-setting. This article provides actionable advice to help you establish and grow your business, whatever path you choose.
Choosing your path: independent HR consultancy or franchise
The approach you take to start your consultancy will shape your planning process. Ask yourself:
- Do I want complete autonomy? If so, building an independent consultancy allows you full control over branding, services, and strategy.
- Am I seeking support and an established model? A franchise like face2faceHR offers pre-existing systems, marketing resources, and ongoing guidance, which can reduce setup time and risk.
Both paths require careful planning but come with different levels of structure and initial investment.
Goal-setting for different approaches
- For independent consultants: goals might include developing your unique value proposition, establishing a website, and building a local client base.
- For franchisees: goals might focus on leveraging the franchisor’s tools, aligning with their branding guidelines, and maximising support systems to meet launch targets.
Practical planning for a successful start
Regardless of your approach, defining your niche is critical. Consider areas like:
- Supporting startups with their first HR systems.
- Specialising in specific areas like diversity and inclusion initiatives or hybrid work strategies.
- Partnering with industries you’ve worked in, such as healthcare or technology.
For franchisees, explore whether the franchisor offers expertise in niches that align with your interests and skills.
Set the foundation
Key planning steps include:
- Building your network: reach out to former colleagues, attend industry events, and engage on platforms like LinkedIn.
- Establishing your infrastructure: invest in tools like scheduling software, project management platforms, and client relationship management systems. Franchisors often provide these resources, so evaluate what’s included.
- Creating a launch timeline: map out a realistic schedule for securing clients, launching services, and achieving financial stability.
Using SMART goals to guide your HR consultancy
The SMART framework works equally well for independent consultants and franchisees. Here’s how:
- Specific: set clear goals. Independents might aim to “secure five small-business clients by June 2025,” while franchisees could focus on “implementing the franchisor’s marketing strategy to onboard ten clients in the first six months.”
- Measurable: track progress with tools like revenue targets, lead generation metrics, or client satisfaction surveys.
- Achievable: ensure goals are realistic given your starting point. Franchises often have benchmarks; independents should tailor goals to their capacity.
- Relevant: align goals with your long-term vision. If you’re passionate about leadership coaching, prioritise gaining expertise and attracting relevant clients.
- Time-bound: set deadlines for each milestone, whether it’s launching a website, completing franchise training, or hosting your first webinar.
Planning for growth: independent vs. franchise
For independent consultants
Growth planning often includes:
- Investing in personal branding: build a strong online presence through blogging, webinars, and case studies.
- Expanding service offerings: diversify into areas like HR tech consulting or executive coaching as you gain experience.
- Leveraging partnerships: collaborate with other consultants or service providers to access larger projects.
For franchisees
Franchisees often benefit from structured growth plans provided by the franchisor. Strategies might include:
- Maximising marketing resources: use franchisor-provided campaigns to reach untapped client bases.
- Participating in franchise events: networking with other franchisees can uncover collaboration opportunities.
- Utilising continuous training: stay updated on best practices and new offerings introduced by the franchisor.
Staying accountable and adaptable
Regular check-ins are essential for staying on track.
- Independents can use quarterly reviews to evaluate what’s working and where to pivot.
- Franchisees can align check-ins with support sessions provided by the franchisor, using their insights to refine strategies.
Building resilience
Challenges are inevitable, but you can prepare by:
- Focusing on personal development: stay informed about HR trends like AI in recruitment or evolving employment laws.
- Seeking support: for independents, this might mean joining HR networks. Franchisees can lean on their franchisor’s support structure.
- Celebrating small wins: acknowledge progress to maintain motivation, whether landing your first client or receiving positive feedback.
Making your consultancy thrive in 2025
The choice between starting independently or joining a franchise like face2faceHR will shape your journey, but the fundamentals of planning and goal-setting remain the same. With clear objectives, the right tools, and a commitment to growth, you can make your consultancy a thriving success.
By tailoring your approach to your strengths and leveraging available resources, you can turn 2025 into a breakthrough year for your HR consultancy.
Discover how we can support your journey
If you’re considering a fresh start as an HR consultant, joining a franchise like face2faceHR could provide the support, resources, and community you need to thrive. Download our prospectus or get in touch today to learn more about how we can help you achieve your career goals.