Outsourced HR for contracting businesses
We handle the employment, payroll, compliance and records — from mobilisation through to close-out, so people do not put delivery at risk.
Workforce & mobilisation
Not Ready to Deploy
Payroll & statutory
Deploy with Controls
People & employee relations
Deploy with Controls
Records & compliance evidence
Ready to Deploy
Discipline & CCMA exposure
Deploy with Controls
Illustrative. Your own five verdicts come from the assessment.
Level 1 B-BBEE, 100% black women-owned
A decade of HR on project sites
CCMA cases handled
A dedicated HR representative
Where you are right now
01
People must be on site by the start date - appointed, contracted and cleared.
02
Payroll, discipline and records need to stop taking your week.
03
You have an HR person or team, but it is not working. We come in alongside them and lift the standard - we do not replace your people.
04
One way of working across sites, so every contract looks the same from the inside.
The question you are actually asking
We define the roles the contract needs — levels, qualifications, experience and rates — and write the employment terms to match. Where you must recruit locally, we run a process that is fair, recorded and defensible if it is ever challenged. Then we get people contracted, cleared and payable, so the start date holds.
Roles, numbers, rates and contracts defined and signed before mobilisation day.
Hours, overtime and deductions run correctly, on time.
A proper route for grievances and discipline, with the paper trail behind it.
Audit-ready evidence your principal’s auditors accept, on request.
One place where contracts, inductions, medicals and permits actually live.
All of it laddering up to one thing: protecting the contract you worked to win.
How it works
See exactly where you stand with your HR, and whether you are at CCMA risk. You answer the questions, we talk it through, and the report is yours either way.
1
Fifteen to twenty minutes, on your phone. No preparation, no documents needed to begin.
2
A 30-minute call with a named HR specialist to check your answers against how things actually work on your site.
3
By the end of the next working day, you get your report explaining exactly where you stand across five critical HR areas, and what your CCMA risk is.
4
The report is yours to use in any way you want. Act on it in-house if you prefer; you owe us nothing further.
What we do
We handle the rest of the people side.
Get the basics lawful and in one place.
HR runs alongside your delivery, week by week.
We are your HR department, end to end.
A defined piece of work with a start and an end, for when the contract changes shape.
At the moment · fixed fee
From award to people on site — roles, rates, recruitment, contracts and clearances, done to the start date.
At the moment · fixed fee
A lawful, orderly close-out — notices, final pay, records closed and the file the next tender needs.
At the moment · fixed fee
Cover for a peak, a dispute, an audit request or a gap in your own team — for as long as it lasts.
Who it’s for
Different sectors, the same problem: delivery depends on people you must employ, fast, and prove.
Your people need to be inducted, medically cleared and permitted before they set foot on the mine — and the principal will ask for the file. Community recruitment expectations sit on top of that, and getting them wrong stops the site.
Headcount swings with the programme. You need people appointed to a start date, wages right every week, and terminations that don’t come back as a CCMA matter mid-project.
Cleaning, security, plant, facilities — hundreds of people, shifts and overtime, high turnover. Payroll accuracy and records are the whole job, and one bad month is visible to your client immediately.
Engineering and technical teams assembled per project, often fixed-term. Contracts must be correct, rates defensible, and the team stood up and stood down without leaving loose ends.
How pricing works
For R5,000 excluding VAT you get a readiness report on your own workforce: five areas, each with its own verdict, what it means, and what to attend to first. Plus thirty minutes with a named HR specialist who has read your answers before the call.
Take it to your principal, your bank, your accountant, or another HR provider. If you never speak to us again, you still have it.
Readiness Assessment
Each area rated Ready to Deploy, Deploy with Controls or Not Ready to Deploy
A priority action plan — what to attend to first, and in what order
A recommended plan with a quote sized to what we found
Some questions are open — tell us in your own words what is actually worrying you. Not scored; they set the agenda for your call.
Fifteen to twenty minutes to answer.
The call with your named specialist.
Your report by the end of the next working day after that call.
Honest answers.
The person who makes workforce decisions, on the call.
A sample contract, a recent payslip and your principal’s written requirements — where you want a finding verified rather than taken on trust.
It is not a legal opinion.
It is not an occupational-health or safety assessment — we track the HR status of inductions, medicals and permits; qualified OHS people do the OHS work.
It is not a certificate of compliance.
About
HR In A Box (Pty) Ltd is a joint venture built for one job: getting contract workforces employed, ready, paid and managed — in South African industrial conditions.
Two shareholders with complementary strengths — HR and industrial-relations depth on one side, operational and contract-delivery experience on the other.
Level 1 contributor, 100% black women-owned. Stated plainly because it matters to the scorecards your principal reports on.
Leadership that has worked inside mining and heavy-industry environments, and knows what a principal actually asks for.
The venture is proving the full model on a live pilot now. Payroll is running in production. Where a capability is still being proven, we will say so and show you the process rather than claim a track record we do not yet have.