HR for Architects
Helping Architecture Practices build stronger teams & smarter systems
Running an architecture practice means juggling a lot—projects, clients, deadlines, and of course, your team. If you’re like most practices we work with, you’ve probably outgrown spreadsheets, informal hiring processes, and the “we’ll sort it out later” approach to HR.
That’s where we come in.
We help architecture and design practices set up the right HR systems, strategies, and support—so you can focus on doing what you do best: designing brilliant spaces and having a great opportunity to work on your business.
Why Architecture Practices choose us
We Get Creative Workplaces
We know that your practice isn’t a corporate office and it shouldn’t run like one. Your team needs flexibility, clarity and a culture that fuels creativity. We help you build that.
Simple, Smart HR Systems
Whether you’re hiring your 3rd or 30th team member, having the right HR systems in place saves time and reduces stress. We set up systems that handle position descriptions, policies, performance reviews and compliance – without the headaches.
How we work
Step 1 — Develop a HR strategy for the practice
- Work closely and collaborative with the practice’s directors
- Conduct a comprehensive audit and assessment of existing HR processes, policies and documentation to identify vulnerabilities and opportunities
- Gain insight into the different perspectives, attitudes, opinions and needs of the team through one-on-one interviews with key stakeholders
- Develop a HR transformation plan for the practice that set out a methodical, step-by-step process for evolving HR processes and systems, addressing challenges and ultimately improving culture and engagement
Step 2 — Implement the transformation plan
- Working as an extension of the leadership team to lead the HR transformation, we systematically review, update and put in place:
- Appropriate HR and Employment Policies, to ensure relevance and minimise compliance vulnerabilities for directors.
- Position Descriptions and KPI’s to ensure consistency across roles, embed values and establish clarity and accountability.
Step 3 — Implement HR processes to create consistent: Performance review cycle and methodology
- Career progression pathways
- Salary and performance review cycle
- Position Descriptions and KPI’s to ensure consistency across roles, embed values and establish clarity and accountability.
- Provide a dedicated, specialised resource for staff and managers
Who we work with
We support all kinds of creative practices –
Boutique architecture and interior design studios
Mid-size multi-disciplinary practicesfirms
Landscape and urban design practices
Heritage and planning consultancies
If you’re building beautiful things and want to grow a strong, healthy team – we’d love to help.
Start the Architects HR Health Check
Free, 5–7 minutes. Get a tailored action plan for your Practice.
FAQs
Is this built for Australian practices?
Yes—content, workflows and guidance reflect typical Australian HR requirements. We’ll highlight where you may need legal review for your specific circumstances.
Can we import our existing policies?
Yes. We’ll help migrate and align them to the industry pack.
How long does implementation take?
Small practices: 1–2 weeks. Multi-office studios: 3–6 weeks depending on scope.
Do you integrate with our tools?
Xero integration in progress—register your interest.
Can we customise PDs and contracts?
Absolutely. Start from our templates and tailor to your studio.
Book your Architects HR walkthrough
See how Your HR System fits architecture practices—industry-ready PDs, policies, contracts, and a clear rollout plan.