Outplacement and workplace consulting for organisations
Boutique outplacement, employee development and workplace consulting for organisations supporting people through transition, growth and change
Organisations partner with me for different reasons.
Some are navigating periods of change and need thoughtful, high-quality outplacement that helps people move forward with clarity, confidence and dignity. Others are focused on strengthening and retaining their existing people, and want support developing high-performing and high-potential employees, improving internal mobility, creating clearer pathways for progression, or helping long-serving employees explore what's next as they transition towards retirement.
In many cases, it's not about a single intervention. It's about providing the right support at the right point in the employee experience, whether that's transition, development or growth.
IT’S ALL CONNECTED
Outplacement, employer brand strategy and employee development support
Organisations often come to Small Circle at moments where care, clarity and practical support matter deeply — whether someone is leaving, growing, plateauing, progressing or navigating change. This work supports people at different points in the employee experience, while helping organisations protect trust, strengthen retention and create clearer pathways for development.
Outplacement Services
For organisations supporting employees through redundancy, restructure, retrenchment, exit or transition.
Employer Brand Strategy
For organisations that want to attract, engage, and retain talent through compelling employee value propositions (EVPs) and employer brand strategy.
Training and Facilitation
Facilitated workshops and sessions that inspire meaningful conversations about work, contribution and what is possible.
Not sure which service is right for you?
What are outplacement services?
Outplacement services support employees through redundancy, restructure, retrenchment, exit or other forms of workplace transition.
The purpose is to help people move forward with clarity, confidence and dignity, while also supporting organisations to navigate change in a way that reflects their values, protects their employer brand and strengthens trust with the people leaving and the people staying.
Boutique outplacement differs from more standardised outplacement support because it is shaped around the individual, their level of seniority, their circumstances and what they need to take the next step.
Support that helps people find their footing
“Hannah gave me clarity over my options and confidence to take the next steps forward.”
“I am finding this process difficult and still feel very wounded, but I appreciated the candid approach you took to working through what is happening to me and what the next steps might look like.”
—Jason | QLD
“I walked into my session with Hannah overwhelmed and confused. In our short time together, Hannah gave my clarity over my options and confidence to take the next steps forward in my career. She gave me excellent advice as well as really practical tips, so I left with a clear plan of what I needed to do next. I highly recommend Hannah!”
—Hayley | VIC
Outplacement services
Boutique outplacement to support people through transition, and help organisations protect their employer brand when it matters most
When organisational change happens, how you support your people is also a reflection of your organisation.
Redundancy, retrenchment and career transitions are a natural part of business evolution. Sometimes that transition means leaving an organisation. Sometimes it means moving into a new role within it. Sometimes it's helping a valued employee explore a gradual transition towards retirement. Whatever the transition looks like, these moments shape how people experience your organisation: those leaving, those staying, and those watching from the outside as you navigate change.
Handled well, career transition protects employer brand, strengthens your Employee Value Proposition, and reflects leadership that's steady, considered and values-led. Handled poorly, it can erode dignity at an already difficult moment, rather than helping to soften the transition and set people up for what comes next. It can also create a ripple effect of disengagement and reputational impact that lingers long after the moment has passed.
Increasingly, people describe traditional outplacement as impersonal and overly standardised. In moments of uncertainty, support should feel personal, considered and grounded in genuine care.
This is the space I work in
I offer boutique career transition support that's practical, grounded and focused on real outcomes, but delivered in a way that feels deeply human. Whether I'm supporting someone through redundancy, helping a high-performing employee prepare for their next internal opportunity, or working with someone exploring a gradual transition towards retirement, I meet people in a moment of transition and work with them to rebuild clarity, confidence and direction, while also helping your organisation navigate that process in a way that reflects your values and intent.
It's never cookie cutter. I shape support around the individual in front of me, their level of seniority, and what their transition actually requires. Typically, that means working across mid-professional, senior professional and executive levels, where the challenges, decisions and pressures are very different, even when the catalyst for change is the same. The support flexes accordingly, but the standard of care, depth and attention don't change.
For the individual, this often means we slow things down enough to make sense of what's happened, rebuild footing, and reconnect with what comes next. Sometimes that's clarity on direction and next steps. Sometimes it's creating a pathway towards an internal opportunity or preparing for a different stage of their career. Sometimes it's simply having space to think before making decisions. Alongside that, we work practically on how they tell their story, how they show up professionally, and how they build momentum, whether that's preparing for an internal opportunity, repositioning for the external market, or planning for a different pace of work.
And just as importantly, we acknowledge what this moment feels like. Confidence can take a hit. Certainty can feel harder to access. I don't rush people through that. I work with them to steady it, so decisions are made from clarity, not pressure.
For organisations, this isn't just a transition service. It's part of how you're experienced in a moment that people remember.
It shapes how departing employees speak about your organisation long after they leave. It influences how those who remain feel about the way change is handled. It also helps talented people see a future within the organisation through thoughtful career development and internal mobility, while contributing to your broader reputation as an employer that leads with care as well as decisiveness.
In competitive talent markets, that balance matters. It's one of the clearest signals of your values in action.
Boutique career transition support helps people navigate change in a way that's both practical and deeply human, whether they're moving on, moving within, or preparing for what's next. It helps individuals move forward with clarity, confidence and dignity, while strengthening employer brand and reflecting well on the organisation they're part of.
Employee value proposition (EVP) and employer brand strategy
I help organisations attract, engage, and retain talent through compelling EVPs, employer brands, and strategic storytelling
Most organisations already have a sense of what makes them a great place to work. The challenge is turning that into something clear, structured and useful, so it can actually guide decisions, shape communication and support both attraction and retention.
That’s where I come in.
I work with organisations and existing People & Culture teams to develop practical frameworks, strategies and plans that bring clarity to what you stand for as an employer and how that translates into the employee experience.
Bringing in an external perspective can be incredibly valuable. It creates space to step back, look at your organisation through fresh eyes, and get honest about what’s working, what’s not, and what needs to be strengthened. It also means your internal teams are supported, particularly when they are stretched across competing priorities.
Because of my background in careers, coaching and workforce strategy, I understand what people are actually looking for in a workplace. Not just in theory, but in practice. That insight helps shape EVPs and employer brands that reflect real employee expectations, not assumptions.
At the same time, organisations are operating in a landscape where retaining great people matters more than ever. It’s expensive to replace talent, and smart employers know they need to be intentional about why people choose to stay, grow and build their careers within an organisation.
This work helps you get clear on that. What you offer, how it is experienced, and how you communicate it in a way that is consistent and credible across recruitment, careers content and broader employer messaging.
For organisations working towards Employer of Choice or Great Place to Work recognition, this provides the structure and alignment needed to support that in a meaningful way.
The outcome is a clear, practical and usable employer story, supported by frameworks that help you attract the right people, engage your existing workforce, and retain the talent you’ve worked hard to build.
Training, facilitation and speaking
Facilitated workshops and sessions that help individuals and organisations have more meaningful conversations about work, contribution and what is possible
This work supports employees to understand how they fit into the bigger picture, how their role adds value to the organisation, and what opportunities may exist for growth, progression and internal mobility. It creates space for people to reflect on their purpose, their strengths and their potential within their current workplace.
For organisations, these sessions provide a way to bring EVP and culture to life in a practical and human way, ensuring people understand what the organisation stands for and how that translates into the day-to-day employee experience.
These conversations also explore broader themes such as strategic thinking, career direction, work life balance and confidence at work, helping people feel clearer and more grounded in how they approach their work.
Where appropriate, this can be extended through targeted 1:1 coaching for selected team members.
Practical career development conversations for teams
“Our amazing speaker, Hannah, dropped knowledge bombs on everything from job market trends to CV gold.”
—Skye | PMI Melbourne Chapter
“Your insights were super valuable and resonated so well with the audience. Loved having you on the panel!”
—Charissa | Melbourne Business School
Exploring support for your organisation?
If your organisation is navigating transition, development or growth, we can begin by talking through what’s happening, what your people need and what kind of support would be most useful.
Helpful career development resources
Explore the blog and resources for helpful advice on career change, career progression, leadership growth, networking, LinkedIn, interviews and professional confidence.
Outplacement and workplace coaching FAQs
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Outplacement services support employees through redundancy, restructure, retrenchment, exit or transition, helping them move forward with clarity, confidence and practical tools for their next step.
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Outplacement is important because the way an organisation supports people through change shapes trust, employee experience, employer brand and reputation. It supports the people leaving, the people staying and the organisation navigating the transition.
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Outplacement may include career clarity, CV development, LinkedIn profile support, interview preparation, job search strategy, professional positioning and practical support through the transition process.
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Workplace coaching supports employees to clarify their direction, strengthen visibility, articulate their value, navigate internal relationships and explore growth or progression within the organisation.
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Workplace coaching can support retention by helping high-performing or high-potential employees feel seen, supported and more intentional about their development. It can also strengthen internal mobility and reduce reliance on external hiring.
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Yes. Outplacement support can be tailored for mid-professional, senior professional and executive-level transitions, depending on the person’s role, context and next step.
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Yes. Speaking and workshops can be tailored to your organisation’s needs, audience and goals, with topics including professional brand, visibility, internal career pathways, performance and sustainable growth at work.
Ready to support your people through what comes next?
If you are exploring support for your organisation, please get in touch. I can provide you with a bespoke proposal based on your needs.
Are you an individual looking for career guidance?
If you’re here as an individual, there’s a place for you too. Explore career coaching for clarity, confidence, professional branding and meaningful next steps.