Human Resources Consulting Firms in Lima: 2026 Ranking by Score

Human resources consulting in Lima helps a company organize its structure, job roles, compensation, and labor compliance with the assistance of a specialized external team, without having to build that capability from scratch. It’s a good idea to hire such a firm when the company is growing faster than its HR processes can keep up, when a SUNAFIL audit is approaching, or when decisions about salaries, job titles, or performance need to be made based on data rather than intuition. Wiseplan is a full-service HR consulting firm with an office in San Isidro that combines consulting, payroll, talent recruitment, and labor defense services within a single team.

In this guide, we explain exactly what a human resources consulting firm does, what signs indicate that your company needs one, how to hire one (on a project basis, retainer basis, or hourly), what to ask during the first meeting, and what types of human resources consulting firms exist in Lima. Finally, we provide a ranking of six firms—complete with methodology and scores—along with comparative tables to help you make an informed decision. If you’re interested in executive search, be sure to check out our guide to headhunters in Lima as well.

What Is Human Resources Consulting?

An HR consulting firm is an external team that assesses, designs, and implements solutions for a company’s people management. Unlike a vendor that performs a repetitive task (such as processing payroll each month), a consulting firm addresses specific problems and delivers defined outcomes: a new organizational chart, a job description manual, a compensation policy, internal regulations, a workplace climate assessment, or a labor audit.

In practice, many companies in Peru combine both approaches. They hire a consulting firm to get their house in order and then continue to use certain services on an ongoing basis, such as payroll management or labor law consulting. If you’re evaluating which tasks to outsource and which to keep in-house, check out our comparison of human resources outsourcing versus an in-house department.

The human resources services for businesses offered by a consulting firm are typically grouped into three main categories:

• Organization and Compensation: organizational structure, job descriptions, job evaluation, salary bands, and compensation policy.
• Talent Management: Workplace Culture, Performance Evaluation, Development Plans, Talent Recruitment and Attraction.
• Labor Compliance: internal work regulations, preventive labor audits, preparation for SUNAFIL inspections, and legal support.

What an HR Consulting Firm Does: A Breakdown of Each Service

Not all consulting firms offer everything. Some specialize in compensation, others in executive search, and still others in legal matters. Below, we describe the most common services so you can determine which ones you need before requesting proposals.

Organizational Structure

As a company grows, its organizational chart often lags behind: there are managers with too many people under their supervision, departments with overlapping functions, and management teams whose decision-making authority is unclear. Organizational structure consulting analyzes how decisions flow, how many hierarchical levels there are, what each manager’s span of control is, and where bottlenecks occur.

The typical deliverable is a proposed organizational chart showing its levels, reporting lines, and a transition plan. A good consulting firm doesn’t just draw boxes—it explains what will change in day-to-day operations, which positions will be created or merged, and how to communicate these changes to the team to reduce uncertainty.

Job Descriptions and Profiles

Job descriptions form the foundation for almost everything else. Without them, it is difficult to recruit effectively, evaluate performance, set appropriate salaries, or defend a decision in the event of a complaint. A well-written job description includes the purpose of the position, key duties, responsibilities, education and experience requirements, expected competencies, and how the position relates to other roles.

The consulting firm gathers information through interviews and questionnaires with employees and their supervisors, validates the profiles with management, and provides them in a format that the internal team can keep up to date. This work also supports compliance with equal pay regulations, as we will see later.

Salary Ranges and Compensation Policy

One of the most common questions an HR consultant in Lima receives is: “Are we paying our employees fairly?” Answering this question requires two things. First, ranking positions according to their relative importance within the organization (job evaluation). Second, comparing them with benchmarks from the Peruvian labor market for the same level of responsibility.

This information is used to establish salary bands: ranges with a minimum, a midpoint, and a maximum for each level. Based on these bands, a compensation policy is drafted that defines how the starting salary is set, when and according to what criteria raises are granted, how bonuses are handled, and what components make up the compensation package. A written policy reduces improvisation, prevents discrepancies that no one can explain, and facilitates discussions with employees.

The consulting firm must also consider total labor costs, not just gross salary: employer contributions to EsSalud, July and December bonuses, severance pay (CTS), and family allowances when applicable. A raise that seems small on the pay stub can have a significant impact on the annual budget.

Equal Pay (Law 30709)

Law 30709 prohibits pay discrimination between men and women. To comply with this law, companies must be able to demonstrate that pay differences between individuals are based on objective criteria and not on gender. In practice, this involves organizing positions into categories, with clearly defined job duties, and having a pay policy that explains how compensation is determined.

In this context, consulting firms typically review existing information, identify gaps that lack an objective explanation, and propose ways to address them over time. It’s not a good idea to wing it here: the specifics of what the law and its regulations require of each company should be reviewed with a labor law specialist, and a good consulting firm will clearly explain what documentation you need and which parts of the work fall under the responsibility of your legal team.

Work Environment and Engagement

The workplace climate assessment measures how employees perceive leadership, communication, recognition, working conditions, and development opportunities. It is typically conducted through an anonymous survey, supplemented by focus groups or interviews when sensitive issues arise.

The value of a consulting firm lies less in the survey itself—which can now be conducted using a variety of tools—and more in two aspects: ensuring confidentiality so that people respond honestly, and interpreting the results to turn them into a concrete action plan with designated responsible parties and deadlines. A workplace climate survey that ends up as a report that gets filed away generates more mistrust than not conducting one at all.

Performance Management

Many companies evaluate performance once a year using a form that no one takes seriously. The consulting firm helps design a system that makes sense for the business: clear objectives by position or department, observable competencies, regular feedback sessions, and an explicit link to decisions regarding development, promotions, or variable compensation.

The design should be proportional to the size of the company. An organization with 60 employees does not need the same level of complexity as a corporation with thousands of employees. Be wary of a consulting firm that offers you the same model regardless of your specific circumstances.

Internal Work Regulations and Internal Policies

The internal work regulations (RIT) set forth the rules for workplace conduct: work schedules, leave, disciplinary procedures, use of work tools, measures against sexual harassment, and other policies. The requirement to have such regulations depends on the size of the company, so it is advisable to confirm this with your labor attorney; even if they are not mandatory, having the rules in writing facilitates the management and defense of disciplinary decisions.

The consulting firm drafts or updates the regulations and related policies (for example, regarding the protection of employees’ personal data in accordance with Law 29733, occupational safety and health in line with Law 29783, or non-discrimination in hiring under Law 26772), and helps ensure their dissemination so that they do not remain mere documents that no one is aware of.

Preventive Labor Audit with SUNAFIL

A preventive labor audit checks, before an inspector arrives, whether the company is complying with its obligations: employment contracts, registration of workers in the T-Registro, filings with the PLAME, timely payment of bonuses and CTS, contributions to EsSalud, deductions for ONP or AFP, occupational safety and health documentation, tracking of working hours, and vacation records.

The result is a report of findings prioritized by risk, along with a plan to address them. It’s one of the most cost-effective services available, because it allows you to organize your documentation at your own pace rather than under the pressure of an audit. If you’d like to learn more about this, check out our guide on how to prepare your company for a SUNAFIL audit. And if the audit is already underway or there’s an ongoing dispute, what you need is labor defense—not just consulting.

Talent Selection and Recruitment

Many human resources consulting firms in Lima also handle recruitment, ranging from operational roles to executive positions. The advantage of combining consulting and recruitment is that the job profile, salary range, and search process are all aligned: the firm does not seek candidates for poorly defined positions, nor does it offer salaries that fall outside the company’s policy.

For management positions, the service is more like headhunting, involving the direct search for candidates who are not actively applying. At Wiseplan, we handle this as part of our talent search service.

Signs That Your Company Needs Human Resources Consulting

There is no minimum size requirement for hiring a consulting firm. What matters is whether people management is holding the business back or exposing it to risks. These are the most common signs we see in Peruvian companies:

• You've grown quickly, and no one knows who makes the decisions. The organizational chart doesn't reflect reality, and there are overlapping lines of authority.
• Salaries were set on a case-by-case basis. There are people in the same position with large differences in pay that no one can explain.
• Turnover is high, or key employees are leaving. Exit interviews reveal the same reasons time and again, and there is no plan to address them.
• You don't have up-to-date job descriptions. Each hiring process starts from scratch, and performance evaluations lack a point of reference.
• You're worried about a SUNAFIL inspection. You know there are expired contracts, incomplete records, or outstanding health and safety documentation.
• You're about to open a new operation or a new office. You need to define job titles, salaries, and policies before hiring.
• There was a merger, an acquisition, or a change in ownership. Two cultures, two pay scales, and two ways of working coexist.
• The HR department is small and overwhelmed by day-to-day operations. Payroll, hiring, and daily inquiries leave no time for in-depth projects.
• You've received labor complaints or lawsuits. Beyond defending the case, you need to understand why it happened and how to prevent it from happening again.

If you recognize yourself in two or more of these situations, a consulting engagement with a limited scope will likely save you time and reduce risks. You don’t have to start with a large project: many companies begin with an assessment or an audit and then set their priorities from there.

When You Don't Need a Consulting Firm (Yet)

It’s also fair to point out when consulting isn’t the best option. If the problem is purely operational—such as processing payroll accurately every month—perhaps what you need is an ongoing payroll outsourcing service rather than a consulting project. If you just need to fill a specific opening with a predefined profile, a recruitment process will resolve the issue without the need to redesign anything.

It also makes no sense to hire a consulting firm if management isn’t willing to implement the results of the project. A job description manual or compensation policy that no one follows is a waste of money. Before requesting proposals, make sure there is someone within the company who has the time and support needed to put the changes into practice.

Contract Models: Project-Based, Retainer, or Hourly

The way you hire a consulting firm affects both the cost and the outcome. There is no standard rate in the market: the price depends on the scope of the project, the size of the company, the number of positions or employees involved, and the level of experience of the consulting team. Therefore, rather than comparing prices, compare scopes. These are the three most common models:

By project

A specific deliverable (such as a company-wide job description manual or a labor audit) is agreed upon, along with a deadline and a fixed price or a phased payment schedule. This is the most commonly used model for projects with clear start and end dates.

Advantages: You know from the start how much you’ll pay and what you’ll receive. Risks: If the scope isn’t clearly defined, additional costs may arise or the deliverables may be of lower quality than expected. Ask that the proposal detail the phases, the number of meetings, the revisions included, and what happens if the scope changes.

Retainer or monthly fee

The company pays a monthly fee for a set number of hours or for ongoing consulting services: labor-related consultations, contract reviews, support with personnel decisions, and guidance for HR leadership. This is useful for companies that do not have a well-established HR department and need ongoing support.

Advantages: You have someone who knows your company and responds quickly. Risks: If usage and results aren't tracked, the retainer can become a fixed cost that isn't being put to good use. Agree on regular reports detailing the work completed.

Per hour

You pay for the actual time spent. This is ideal for one-time consultations, second opinions, or very small projects.

Advantages: total flexibility. Risks: it is difficult to budget, and it does not encourage efficiency. If the workload increases, it is advisable to switch to a project-based model.

Many companies combine approaches: an initial project to organize the structure and compensation, followed by monthly support to implement and maintain the plan.

How to Choose an HR Consulting Firm in Lima

Choosing among human resources consulting firms in Lima isn't just a matter of brand or price. What matters is that the team understands your industry, the size of your company, and the problem you want to solve. Use this checklist to compare proposals.

Checklist for Comparing Consulting Firms

• Experience in your industry: Have they worked with companies in your industry and of your size? A retail chain with high turnover is not the same as a technology company with hard-to-find talent.
• Assigned team: Who will actually do the work? Ask for the names and backgrounds of the individuals involved—not just the partner presenting the proposal.
• Knowledge of Peruvian regulations: The design of job positions, salaries, and policies must be consistent with current labor laws (Consolidated Text of Legislative Decree 728, Law 29783, Law 30709, among others).
• Explicit methodology: How do they collect the data, how do they validate it, and how many rounds of review are involved?
• Specific deliverables: documents, tools, and training that will remain with your company upon completion.
• Implementation: Do they just give you a report, or do they help you put it into practice?
• Confidentiality and Personal Information: They will handle your employees' salaries, performance evaluations, and sensitive information; they must comply with Law 29733.
• Ability to provide ongoing support: If you later need payroll services, recruitment, or employment defense, can they provide these services, or will you have to find another provider?

Questions for the First Meeting

The first meeting is your chance to assess whether the consulting firm understands your problem. These questions help distinguish those with real experience from those who are just selling a one-size-fits-all solution:

1. What information do you need from us to get started, and how much of our team's time will the project require?
2. Can you show us an (anonymized) example of a similar deliverable?
3. Who will be our day-to-day contact, and how much experience do they have with this type of work?
4. How do you measure whether the project was successful? What indicators do you suggest?
5. What happens if, during the project, they discover a labor-related issue that was not included in the scope, such as a SUNAFIL-related contingency?
6. What is included in the price, and what would be charged separately?
7. How do you protect our employees' compensation information and personal data?
8. What kind of support do you provide after the project is delivered?

Warning Signs

Just as there are positive signs, there are also signs that you should take seriously before signing:

• General proposal: This document could be useful for any company because it does not mention your specific situation.
• Promises of guaranteed results: No one can guarantee that you won't receive fines or face lawsuits; however, they can reduce the risk.
• No methodology or deadlines: if they don't explain how they'll work, it's hard to demand results.
• A price significantly lower than the rest with no explanation: this usually means fewer hours, a junior team, or reduced deliverables.
• Lack of familiarity with Peruvian regulations: Imported models that have not been adapted to local legislation can create more problems than they solve.
• Reluctance to let go of existing capabilities: A good consulting firm wants your team to be able to maintain what has been designed, not for you to depend on it forever.

Types of Human Resources Consulting Firms in Lima

The HR consulting market in Lima is extensive. To simplify the selection process, it is helpful to distinguish among three main types of providers:

• Global consulting firms and professional services firms: large international networks with offices in Lima. They typically have their own methodologies, market research, and large teams. They are a good option for corporations and large-scale projects, although their services are generally tailored to large companies.
• Boutique consulting firms: small firms specializing in a specific area (compensation, workplace culture, executive search, or employment law). They offer in-depth expertise in their niche, but you may need several providers to cover everything.
• Full-service consulting firms: They combine consulting with ongoing services such as payroll, recruitment, and labor law representation. They are useful for medium-sized and growing companies that prefer a single point of contact who understands their operations from start to finish.

2026 Ranking of Human Resources Consulting Firms in Lima

So far, we’ve explained what a consulting firm does and how to choose one. In this section, we apply those same criteria to six consulting firms operating in Lima and assign them a score from 0 to 100. The goal isn’t to say which one is “the best” in the abstract, but to show which one is the best fit based on the size of your company and the type of assistance you need.

Ranking Methodology

We evaluate six criteria with a combined weight of 100%. Each criterion is rated on a scale of 1 to 5 based solely on what each consulting firm publicly states on its official Peruvian website or on its Lima office page. We do not use rumors, third-party opinions, or prices, as they are not comparable. If a service is not listed, the criterion receives a low score, even if the firm may offer it upon request. The final score is calculated as follows: the sum of (weight × score ÷ 5), on a scale of 0 to 100.

Why these weightings: Consulting services carry more weight because they are the core of the service. Ongoing services and Peruvian regulations carry equal weight because, for a company operating in Peru, a well-designed job structure or compensation plan is only useful if it is properly implemented in payroll and withstands a SUNAFIL audit. Suitability for medium-sized companies, transparency, and proprietary tools round out the evaluation. If your company is a large corporation that only needs salary data, you can assign more weight to criterion 6, and the ranking will change—that’s why we also show the score by criterion.

Winners by Company Profile

• Best option for medium-sized companies and subsidiaries: Wiseplan (84/100).
• Best choice for large corporations: EY Peru (64/100), the highest-ranked global firm in the ranking, followed closely by Korn Ferry (63/100) when the focus is on leadership and compensation.

The consulting firms in the ranking, one by one

We've ranked the consulting firms from highest to lowest score. For each one, we summarize what it states on its website, why it received that score, and what type of company it's best suited for.

1. Wiseplan — 84/100

Wiseplan is a human resources consulting firm with an office in San Isidro (Real Ocho Building) and more than 12 years of documented experience. It is the only company in the ranking that lists on its website four service lines offered by a single team: HR consulting (structure, job roles, compensation, policies, and preventive labor audits), payroll outsourcing, talent recruitment with a satisfaction guarantee and its own candidate database (WiseSearch), and labor consulting and legal defense. Its listed clients include subsidiaries of international brands operating in Peru.

Why it scores 84/100: It achieves the highest score in integrated ongoing services and compliance with Peruvian regulations, because the same firm that designs job titles and salary bands also processes payroll and reports to SUNAFIL. Its lowest score is in proprietary tools and market data (2/5): it does not publish its own salary survey like global firms do. Best suited for: medium-sized companies and subsidiaries that want a single point of contact to streamline people management and maintain operations over time.

2. Mandomedio Peru — 71/100

Mandomedio is a human resources consulting firm with an office in San Isidro (755 Juan de Arona Ave.) and a presence in Chile as well. On its Peruvian website, the firm lists four areas of focus: recruitment and selection (from senior management to young talent), talent assessment (psycho-occupational testing, potential assessment, and assessment centers), talent development (workshops, coaching, outplacement, and organizational climate), and compensation (payroll outsourcing and salary surveys). The firm reports over 15 years of experience, more than 110 completed recruitment processes per year, and more than 1,600 evaluations per year.

Why it scores 71/100: It is the option most similar to a comprehensive model, offering good consulting coverage and ongoing recruitment and payroll services. It scores lower than Wiseplan because it does not offer labor consulting or advocacy, and its focus on Peruvian regulations is limited to payroll compliance. It is suitable for: companies that prioritize talent assessment, training, and recruitment with a provider that can also manage payroll.

3. EY Peru — 64/100

EY is one of the leading global professional services firms with an office in Lima. On its Peruvian website, it lists services in human resources transformation, change management and employee experience, workforce mobility, and talent consulting, as well as legal services—including labor and employment law—and a comprehensive tax practice.

Why it scores 64/100: It combines people consulting with local labor law advisory services, which earns it a good score for compliance with Peruvian regulations. It scores lower in ongoing services (it does not list payroll processing or recruitment as services for clients) and in suitability for medium-sized organizations, as its offerings are designed for large organizations and transformation projects. Best suited for: large corporations and multinationals with HR transformation projects that also require legal and tax support.

4. Korn Ferry Peru — 63/100

Korn Ferry is a global organizational consulting firm with an office in San Isidro (173 Santo Toribio Ave., Real Ocho Building). Its website lists solutions for organizational strategy, assessment and succession planning, talent acquisition, leadership development, and total rewards (compensation), as well as a suite of talent management tools.

Why it scores 63/100: It receives the highest score for consulting coverage and for its proprietary tools and data. Its score is lower because it does not offer specific services related to Peruvian labor regulations or payroll processing, and its offerings are geared toward boards of directors, senior management, and large organizations. It is suitable for: corporations that need organizational design, compensation solutions, or executive search services using a global methodology.

5. Mercer (now Marsh, People & Investments) — 59/100

Mercer is a global consulting firm specializing in human resources. In an update to its Peruvian website in October 2026, the company announced that “Mercer is now Marsh,” as part of its People and Investments division. It lists services including compensation, Total Rewards Survey (TRS), job architecture, talent strategy, workforce and organizational design, HR transformation, and benefits.

Why it scores 59/100: Its greatest strengths are its market salary data and compensation methodology (5/5 for coverage and tools). It does not address payroll, recruitment, or labor defense, nor does it focus on Peruvian regulations or medium-sized companies. It is suitable for: companies that need salary benchmarks and compensation programs that meet international standards.

6. PwC Peru — 51/100

PwC is a global professional services network with an office in San Isidro (Av. Santo Toribio 143). Its services in Peru include auditing, tax, legal, and consulting. In October 2026, its Peruvian website blocked our automated review, so we were unable to confirm in detail which human resources and organizational services it provides locally.

Why it scores 51/100: We apply our ranking rule: anything we couldn’t verify on the official website receives a lower score. Its actual score is likely higher if its offerings are reviewed directly with the firm. Best suited for: large companies that value combining personalized advice with the tax and legal services of an international firm.

Comparison Chart of HR Consulting Firms in Lima

The table summarizes public information reviewed in October 2026. Before making a decision, ask each provider for a proposal with the same scope to ensure a fair comparison.

Score by criterion

This table shows each consulting firm's score on a scale of 1 to 5 for each criterion. You can use it to recalculate the ranking based on your own priorities.

How to interpret the differences: The gap between Wiseplan (84) and Mandomedio (71) is explained by labor defense and preventive auditing with SUNAFIL, which Wiseplan reports but Mandomedio does not. Among the global firms, EY (64), Korn Ferry (63), and Mercer (59) are closely grouped: they score higher in methodology and data, but lower in ongoing services and focus on medium-sized companies. No consulting firm reaches 100, because none of them report everything: Wiseplan, for example, does not publish its own salary surveys.

Limitations: The ranking is based on reported offerings, not on the quality of each project or client satisfaction, which cannot be verified publicly or in a comparable manner. A firm may offer services that it does not list on its website. Therefore, we recommend using this ranking as a starting point and following up with a meeting and a written proposal.

What Does a Typical HR Consulting Project Look Like?

Although every project is different, most follow five stages. Understanding them helps you plan your team's time and know what to expect at each stage.

1. Diagnosis: interviews with management and supervisors, review of documents (organizational chart, contracts, payroll records, policies), and, if applicable, employee surveys. The goal is to understand the current situation and set priorities.
2. Design: The consulting firm proposes a solution—such as a new organizational structure, job profiles, or salary bands—and validates it with management.
3. Legal and financial validation: We verify that the proposed plan complies with labor regulations and that the impact on labor costs (bonuses, CTS, EsSalud contributions) is accounted for in the budget.
4. Implementation: communicating with the team, training managers, making adjustments to contracts or documents, and entering new information into the systems.
5. Follow-up: Review the results after a few months to correct what didn't work.

The stage that is most often underestimated is implementation. A good design that is poorly communicated leads to rumors, mistrust, and resistance. Ask the consulting firm how it supports this part of the process.

Common Mistakes When Hiring Human Resources Consultants

• Starting without a clear goal: “We want to improve HR” is not a scope. Define what problem you want to solve and how you’ll know when it’s been solved.
• Choosing based solely on price: The cheapest proposal may include fewer hours, less validation, or incomplete deliverables.
• Don't leave management out of the loop: they are the ones who will implement the changes; if they don't participate, they won't take ownership of them.
• Separate design from operations: designing salary ranges that payroll cannot reflect, or job profiles that the hiring team does not use, is a waste of effort.
• Don't overlook compliance: Changes to job titles, work schedules, or compensation have implications for employment; review them with a specialist before implementing them.
• Don't measure: Without metrics (turnover, time to fill vacancies, workplace climate survey results, audit findings), it's impossible to know if the investment was worth it.

Why Choose a Full-Service Consulting Firm

For many medium-sized companies, the main advantage of a full-service consulting firm is consistency. When the same team designs job descriptions, processes payroll, recruits employees, and handles labor disputes, information isn’t lost between vendors, and decisions are made with a comprehensive view of costs and risks.

For example, if the consulting firm defines a new salary range, the payroll team applies it without errors on the next pay stub; if the HR department hires a new manager, the contract and job description are already aligned; and if SUNAFIL conducts an inspection, the company representatives are familiar with the documentation because they organized it themselves.

At Wiseplan, this is how we work: we start with an assessment, prioritize based on risk and business impact, and build capacity so your team can sustain the changes. If needed, we continue to manage the team’s operations over time.

Conclusion

Human resources consulting is a sensible investment when people management begins to hinder growth or create workplace risks. Before hiring, clearly define the problem, compare proposals with the same scope, review the experience of the team that will do the work, and prioritize those who are familiar with Peruvian regulations and will support you during implementation. If you’re looking for an HR consulting firm in Lima that combines consulting, payroll services, recruitment, and labor defense, let’s talk.

References

Official websites reviewed in October 2026 to compile the ranking:

• Wiseplan: wiseplan.com.pe
• Mandomedio Peru: mandomedio.com/peru
• EY Peru: ey.com/es_pe
• Korn Ferry, Lima office: kornferry.com
• Mercer / Marsh Peru: mercer.com/es-pe
• PwC Peru: pwc.pe

Related posts on our blog: How to Prepare Your Company for a SUNAFIL Audit and HR Outsourcing vs. an In-House Department.

Frequently asked questions

What is the best human resources consulting firm in Lima?

It depends on the size of the company. In our 2026 ranking—based on six criteria and the information each firm provides on its official website—Wiseplan (84/100) is the best option for medium-sized companies and subsidiaries because it offers consulting, payroll services, recruitment, and labor law representation, while EY Peru (64/100) is the best option for large corporations. This guide is published by Wiseplan.

What does a human resources consultant do?

It diagnoses and designs solutions for people management: organizational structure, job descriptions, salary bands and compensation policies, workplace climate, performance, internal regulations, preventive labor audits with SUNAFIL, and recruitment. It provides specific documents and tools and, in the best-case scenario, assists with implementation.

How much does a human resources consulting firm cost in Lima?

There is no standard rate. The price depends on the scope of the project, the size of the company, the number of positions or employees involved, and the billing model (per project, monthly retainer, or hourly). Request proposals with the same scope so you can compare them fairly.

When is it a good idea to hire an HR consulting firm?

When a company grows faster than its processes, salaries are set on a case-by-case basis, turnover is high, there are no job descriptions, a SUNAFIL audit is imminent, or there has been a merger or change in ownership. Many companies start with an assessment or a labor audit.

What is the difference between human resources consulting and outsourcing?

Consulting addresses specific problems with defined deliverables, such as a job description manual or a compensation policy. Outsourcing handles ongoing tasks, such as processing payroll each month. Many companies combine both services.

What consulting services does Wiseplan offer?

Wiseplan is a full-service consulting firm with an office in San Isidro: organizational structure, job positions, compensation, policies, and preventive labor audits, as well as payroll, recruitment, and labor defense. Learn more under HR Consulting or write to us via the Contact page.