New HR and employment orders from UBC clients

First, the result required by the manager is defined: HR audit, document recovery, contracts, remote work, military records, employee booking, change of conditions or support in a conflict. The number of employees, city, industry, deadlines and current state of documents are clarified. This diagnostic review makes it possible to engage a specialist with the required profile.

For a one-off issue, a consultation and draft document are sufficient. Systematic work may include an audit, calendar, templates and regular HR specialist support. If the task requires presence in the region, UBC coordinates a specialist independent partner; work on documents and consultations is usually organised remotely.

An HR partner receives new assignments in their specialisation and can engage the UBC network when an employment matter is connected with accounting, corporate changes, contracts or work in another region.

Income from a joint HR order is divided according to the agreed scope of work of the partner and related network specialists.

UBC transfers HR assignments to the partner according to the task subject, language, region and expected scope. Before work begins, the parties agree confidentiality, the list of source data and the results to be delivered. The manager understands whether they will receive a conclusion, a completed set, participation in negotiations, filing support or ongoing HR service.

A complex matter is divided into parts with separate results: diagnostics, decision, documents and implementation. The price depends on the number of employees, state of the archive, urgency, participation in communication and need for local performance. After the initial analysis, the manager receives a proposal with a clear scope of work.

The provider receives documents through an agreed channel, while UBC maintains communication on the project. Questions are divided among the manager, HR specialist and accounting team so that the legal decision matches payroll and the actual process. New circumstances are recorded before the final version is prepared.

After completion, documents, explanations for responsible persons and the next agreed dates are delivered. For regular support, an enquiry procedure and a list of matters the HR employee handles independently are prepared. The manager receives professional help for the specific situation and retains management control.

For initial agreement of an HR assignment, it is sufficient to briefly describe the employment matter, number of employees, region, desired result and deadline by which the manager wants the completed solution:

• short description of the task and desired result
• number of employees, industry and region
• contracts, orders and other related documents
• decision deadline and nearest agreed date
• contact details of the manager, HR specialist and accountant for the project

Legal and accounting support through the network

UBC transfers a description of a new client task to the HR partner according to experience and region. After selection, the independent provider agrees the documents and works directly with the enterprise. UBC remains the coordination point if an accountant, lawyer or another network partner is involved in the task.

1. Source documents are received and the actual organisation of work is clarified.
2. Employee, enterprise, accounting and reporting data are compared.
3. Decisions, documents, calculations and a calendar of mandatory actions are prepared.
4. The parties agree the set with the manager, HR specialist, accounting team and responsible persons.
5. The final archive, templates and procedure for further support are delivered.

An HR specialist should be engaged before mass hiring or dismissal, a change in work regime, review of military records, recovery of the HR archive or preparation of an employment claim. The earlier the manager formulates the task, the more options there are to formalise the decision without reworking documents already signed.

The manager receives specific HR documents or a corrected record-keeping procedure under the agreed task. The manager understands what must be signed, the HR employee knows what to store and update, and the accounting team knows which information to use for payroll and reporting.

The price depends on the number of employees, state of documents and complexity of the matter. Preparation of one order, an HR-set audit and ongoing HR administration have different work volumes. For a calculation, it is sufficient to state the team size, problem and result required by the manager.

A high-quality proposal states the subject of the task, list of documents or actions, deadline, price and details of the actual provider. If it states only general 'HR support', the manager should ask for the work to be broken down into specific results and agreed deliverables.

An HR partner may receive separate client assignments or regular work with network enterprises. UBC transfers a description of the HR matter and agrees the specific scope, while related legal and accounting tasks remain with the relevant network participants. For ongoing cooperation, the parties may agree a procedure for transferring new HR enquiries.

Yes. The specialist will study the facts and documents, propose options and explain which additional actions are required for the selected result. The manager can agree only the scope of work relevant to the specific HR situation.

When transferring an assignment, UBC takes into account the subject of the employment matter, region, partner experience, interaction format and scope of the result required by the enterprise. The partner receives a description of the specific client task linked to the actual HR situation.

How an HR specialist participates in a joint order

The proposal states a specific result instead of general 'legal support': a list of documents, written conclusion, participation in negotiations, correction of the HR archive or support for a defined event. It separately states who collects source data, who approves decisions and in what form the final result is delivered. This allows the manager to compare providers by the content of the work together with the agreed price.

For sensitive HR matters, the parties agree in advance the exchange channel, the employees with access and the procedure for storing copies. The independent specialist works within the confirmed assignment, while UBC coordinates deadlines and delivery of the result. The partner and client receive a clear division of responsibility and can immediately use the prepared set in the enterprise's work.

A partner HR specialist can receive new clients for employment and HR tasks and engage the UBC network for accounting, legal and regional matters. The scope of participation and commercial terms are defined for the specific order. We will be pleased to discuss your HR specialisation and cooperation format.