01
A disciplinary that becomes a tribunal case
The process was right in spirit and wrong on paper. Three letters that should have been four. A meeting that should have been minuted. Now the firm is the defendant.
Strategic HR · Kingston · Caribbean · International
Caribbean compliance.International standards.Twenty years at the table.
Siralle Consulting Group is the HR partner for organisations operating where the rules are local and the standards are global. From restructuring and disciplinary process to policy and compliance — designed in Kingston, written for the boardroom.
CIPD · SHRM · HRCI · HRMAJ · ACMPCaribbean labour law fluentEngaged in USD & JMD
HR leadership
20+ years
Geographies engaged
Caribbean · International
Currency
USD primary · JMD on request
Body affiliations
CIPD · SHRM · HRCI · HRMAJ · ACMP
The high cost of doing it without us
Three ways HR costs more after the moment, not before.
The decisions that look small in the corridor are the ones that show up in the legal letter. The work is to see them coming.
02
Policy that contradicts the labour law
Policy lifted from a parent company in another jurisdiction. Looks polished. Doesn't survive contact with the Ministry of Labour.
03
A workforce change that triggers redundancy claims
Restructuring announced before the legal-and-comms plan was sequenced. The cost line moved. The headlines did too.
Lead-gen differentiator · /hr-health-check
Get your HR Health Score in three minutes.
Ten questions covering compliance, employee relations, policy, and workforce planning. A numerical score, the five risk tiers, and a one-page report you can take to the board.
82/100
StrongSample report — your firm
Critical
At risk
Functional
Strong
Audit-ready
CompliancePolicyEngagement
The principal's ledger
Two decades at the table. Outcomes in the boardroom.
The brief is rarely the work. It is the meetings before the meeting, the letter you do not send, the redundancy framed as a restructure. Twenty years of work that, by design, never made the front page.
- Multi-tier
Restructuring & redundancy programmes across regional businesses
- Unionised
Disciplinary process management in collective-bargaining environments
- Cross-BU
Workforce planning across multiple operating business units
- Statute-aligned
Policy frameworks aligned to Caribbean labour law
- Pre-deal
HR compliance audits at acquisition and integration
- Senior-level
Conflict resolution and mediation at executive leadership level
Specifics shared under NDA in our discovery call.
Ten services. One discipline.
Engagements scoped as Retainer, Project, or Mix.
The bold move · Global-local parity
The translator between Caribbean labour law and Fortune-500 HR standards.
International firms entering the Caribbean discover that local labour statute does not bend to a global template. Local firms going international discover the inverse. Siralle works in both directions: a single engagement, two regulatory ceilings, one defensible answer.
- Policy that satisfies the Ministry of Labour and the global GC.
- Disciplinary process that holds at tribunal and in HQ headcount review.
- Pricing in USD; engagement in JMD or USD; reporting in either.
- One point of contact. One escalation path. One invoice line.
Local
Caribbean labour law
- Statute fluency
- Industrial relations history
- Tribunal record awareness
Global
International HR standards
- Fortune-500 policy grade
- Multi-entity governance
- Audit-ready documentation
One engagement
Two regulatory ceilings. One defensible answer.
The SCG method
Four steps. Written down. Held to.
The method is the brand. The brand is what gets repeated when the engagement is over.
- 01
Discover
A free 30-minute call. We map the brief, the urgency, and the cost of doing nothing.
- 02
Diagnose
Health audit, policy review, and a risk register written in plain English. Outcomes per item.
- 03
Design
Engagement plan with success metrics, fixed scope, and a single point of contact.
- 04
Deliver
Embedded execution with a weekly written status. No surprises. No invoice surprises.
Start the conversation
Book a thirty-minute call.
Leave with a written brief.
No pitch deck. No follow-up sequence. We listen, we map the brief, and we send a written summary the same day. If we are not the right firm we will say so.