Is this only for retail?

No. Bodega Living serves both retail and B2B customers, and the same approach applies to any SME operating across multiple channels.

Do we need to replace HR staff?

Usually not. The work gives the existing team clear policies, playbooks and role boundaries to operate with.

Can grants support this kind of work?

Depending on scope, job redesign and workforce transformation can align with WSG and E2I programmes. Agencies make final eligibility calls.

How long does it take?

Typically several months across HR policy setup, sales and refund SOPs, staff training and job redesign rollout.

How is this different from HR consulting?

We combine policy, process, training and role design — it is business transformation with HR as one lever, not HR advice alone.

How do you measure success?

We describe outcomes qualitatively — policy clarity, sales consistency, refund resolution, training coverage and role clarity. Specific metrics are shared privately with clients.

Bodega Living — HR & Workforce Redesign for Retail & B2B Growth

Project Snapshot

Industry: Home & Living — exclusive retail and B2B supplier to restaurants and F&B outlets.
Client Type: SME with a mixed retail, warehouse and B2B operations team.
Business Goal: Setting up HR policies, sales playbook, refund procedures, staff training and job redesign for a dual-channel retail and B2B business.
Services Delivered: HR Policies · Sales Book · Refund Procedures · Staff Training
Project Focus: As both retail and B2B operations expanded, the team lacked formal HR policies, a structured sales approach, clear refund procedures and consistent staff training. Leadership needed people operations, role clarity and frontline playbooks that could support both channels without diluting service standards.

Business Challenges

What this business was working through

No formal HR policies or documented people practices for a growing mixed-channel team.
Sales process inconsistent across retail and B2B channels.
Refund and customer service procedures unclear, creating friction at the front line.
Staff training ad-hoc — new hires learned on the job with uneven results.
Role overlaps between retail, warehouse and B2B support slowing decision-making.

What Bluehive Delivered

The work that moved the needle

HR Policies

Established a core HR policy framework covering people practices, conduct, leave and performance management for the growing team.

Sales Book

Created a sales playbook that standardised the approach for both exclusive retail and B2B customer conversations.

Refund Procedures

Documented clear refund and customer service procedures so frontline staff could resolve issues consistently.

Staff Training

Designed and delivered a staff training programme covering service standards, product knowledge and channel-specific selling.

Job Redesign

Redesigned key roles across retail, warehouse and B2B support with clearer scope, decision rights and hand-offs.

Business Outcomes

What changed for the business

A documented HR policy foundation that supports both retail and B2B teams.
A sales book that brings consistency to customer and F&B partner conversations.
Clear refund procedures that reduce frontline friction and manager escalations.
Trained staff with a shared baseline for service and product knowledge.
Redesigned roles with clearer ownership across retail, warehouse and B2B support.

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