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HR for multi-site groups

One group. One standard. Every site.

Running two or five sites multiplies every HR question: whose rota wins when cover moves between branches, which version of the handbook applies, and what exactly did the acquired practice's staff sign? Vet HR provides HR for multi-site veterinary groups that keeps the answers consistent.

Book a free HR health check → See the staff systems
One handbook, every site Cross-site cover made fair Inherited terms untangled
A dog outside one branch of a multi-site veterinary group
Site rotas in one view
Same policy, same version
01What makes it different

Each site develops its own habits. Habits are fine. Different terms and different rules are not.

Groups usually grow by acquisition, and every acquisition brings a drawer of inherited contracts, informal promises and a handbook that says something different from yours. Two people doing the same job at two sites on materially different terms is how grievances, and worse, begin.

We align the group: an audit of what people are actually on, a single current policy set with acknowledgements per site, and rota and time systems that give site managers autonomy while the group keeps one honest view.

02The pressures

Where HR for multi-site veterinary groups earns its keep.

Three pressures we see again and again, and what fixing them properly looks like.

01

Cover that crosses sites, rules that do not

A nurse covering at the other branch is routine operationally and messy contractually: travel, hours, who approves, whose budget. It needs one written rule and one rota view, not per-site improvisation.

02

The handbook has forked

Site A has the 2022 version, site B amended theirs, site C never had one. When a disciplinary lands, the first question is which policy applied. One hosted, versioned, acknowledged set answers it before it is asked.

03

Acquisitions and inherited terms

Staff who transfer with an acquired practice bring their existing terms with them, and untangling that properly is detailed, regulated work. Guessing is expensive. An audit of inherited contracts tells you exactly what you own.

03The systems

White-labelled systems, mapped to your kind of practice.

Every system carries your practice's name and branding, not ours. These are the ones that matter most here.

Need something custom? →
  • Rota system: Every site's rota in one system: site managers run their own, the group sees the whole board, and cross-site cover is explicit.
  • Policy library: One current policy set for the whole group, acknowledged per person per site. The version question disappears.
  • Clock in and out: Hours captured consistently at every site, exported payroll-ready in one format instead of five.
  • Consultancy projects: Contract audits, terms harmonisation and acquisition support, scoped and fixed-quoted in writing.
04Questions

Asked by practices like yours.

We just bought our second practice. What should happen first?

An audit of the inherited contracts and policies, before habits set in. You need to know what terms transferred, what was promised informally and where the gaps are. It starts with the free HR health check.

Can site managers keep control of their own rotas?

Yes. The system is built for exactly that: each site runs its own rota day to day while the group has one consistent view and one set of rules for cover between sites.

How do we harmonise different terms without a revolt?

Carefully, honestly and in writing. It is a defined project: map the differences, decide the target terms, consult properly and document everything. Rushing it is what creates the revolt.

Do you work with groups of our size?

Vet HR works with independent and small-group practices, typically two to ten sites. Large corporate groups have in-house HR; our clients are the groups that do not.

Book a free HR health check → Or call 0800 023 5232