Human resources play a strategic role in the performance and sustainability of organizations. Between changing work patterns, evolving employee expectations, regulatory pressure, and labor shortages, organizations must continually adapt their practices.In this evolving context, placing people at the heart of decisions becomes an essential lever for mobilizing teams, ensuring compliance, and supporting growth.
Your talent is an important asset for your organization. It is essential to build sound working relationships that benefit all parties. However, this can be complex and require impartial external support.
Compensation and pay equity are important strategic factors to implement in order to attract, engage and retain talent and avoid a skills gap.
Now more than ever, it is vital to put people first, as they are at the heart of transformation in human resources management.
Organizations must adapt to a constantly changing environment. How can the HR function help to improve their effectiveness?
Law 27 requires that organizations include psychosocial risks in their occupational health and safety prevention plan. Are you ready? Psychosocial risks (PSRs) are recognized as having an impact on the quality of the working environment and the psychological health of workers. To comply with the Act to Modernize the Occupational Health and Safety System (Law 27), Québec businesses must implement a plan for managing and preventing PSRs.
Your talent is an important asset for your organization. It is essential to build sound working relationships that benefit all parties. However, this can be complex and require impartial external support.
Organizations must adapt to a constantly changing environment. How can the HR function help to improve their effectiveness?
Compensation and pay equity are important strategic factors to implement in order to attract, engage and retain talent and avoid a skills gap.
Law 27 requires that organizations include psychosocial risks in their occupational health and safety prevention plan. Are you ready? Psychosocial risks (PSRs) are recognized as having an impact on the quality of the working environment and the psychological health of workers. To comply with the Act to Modernize the Occupational Health and Safety System (Law 27), Québec businesses must implement a plan for managing and preventing PSRs.
Now more than ever, it is vital to put people first, as they are at the heart of transformation in human resources management.
Your compliance, transformation or growth challenges require tailored responses: our HR experts support you sustainably.
Human resources consulting services provide access to external HR expertise that is objective, specialized, and strategic. This type of support helps organizations structure HR practices, strengthen human capital management, ensure legal and regulatory compliance, and improve organizational performance, particularly in a context of labour shortages and ongoing workplace transformation.
HR consulting services are designed for SMEs, large organizations, and public or parapublic entities across all industries. Support is tailored to each organization’s business reality, HR maturity level, and specific challenges, whether related to growth, restructuring, or the professionalization of HR practices.
Organizations frequently face challenges related to labour shortages, talent attraction and retention, employee engagement, compliance with employment legislation, and the optimization of HR processes. Change management and manager support are also among the most common concerns.
HR consulting services help organizations assess existing practices, identify compliance gaps and areas of risk, and implement policies, procedures, and tools that align with applicable legislation. This includes labour standards, pay equity, occupational health and safety, and labour relations requirements.
Yes. HR consulting services are often used as an extension of the internal team or as an external solution for organizations without a fully structured HR department. This approach is particularly valuable for SMEs or growing organizations seeking structured HR expertise without immediately building an in‑house team.
Well‑structured HR practices directly support organizational performance. They foster a healthy work environment, strengthen employee engagement, clarify roles and responsibilities, and enhance managerial effectiveness. Over time, this leads to higher productivity, improved retention, and greater organizational agility.
Absolutely. HR consulting is especially valuable during organizational transformations, periods of rapid growth, technological change, or restructuring. HR experts help align HR practices with business strategy, manage change effectively, and ensure employee buy‑in throughout the process.
The process typically begins with a conversation with an HR expert to understand your challenges, priorities, and business objectives. This initial discussion helps define a targeted, practical HR support approach tailored to your organization—whether for a one‑time mandate or ongoing advisory services.
Law 27, which came into effect on October 6, 2025, requires Quebec businesses to prevent psychosocial risks. RCGT can conduct a free compliance diagnosis in only two minutes.
You've successfully attracted the best talent to your business. Now you have to ensure that you retain these invaluable resources.
When AI is correctly integrated, it can simplify your HR processes and free up time so your teams can better leverage their skills.
Business leaders are asking numerous questions regarding their new responsibilities to reduce the psychosocial risks for their workers.
Preventing psychosocial risks extends beyond complying with legal requirements. It means investing in your organization's performance and sustainability.
The days are getting shorter, the cold is creeping in. Seasonal affective disorder (SAD) is on the way. How can you reduce the risks for your workers?
Implementing a human resources plan means you're providing equitable working conditions for your team, both internally and externally.
Law 27 provides for new obligations for businesses such as including psychosocial risks in their occupational health and safety prevention plan.
Keeping your employees engaged with the company is more important than ever. Remember that your employees are your organization's most important asset.
After 100 days, you will have to present a strategic plan supported by specific, concrete and measurable actions, and ensure that this plan is communicated.
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