M-HANCE LIMITED
Microsoft Cloud CSP (Azure, Microsoft 365, Dynamics 365, Power Platform)
A single engagement to procure and administer Microsoft CSP licensing (Azure, Microsoft 365, Dynamics 365) from a Tier-1 provider and to enable, configure, and migrate workloads into production ready tenants/environments. Managed services beyond onboarding/enablement are available separately under our dedicated managed service offerings.
Features
- Provision Microsoft CSP licensing across Azure, Microsoft 365, Dynamics 365.
- Create and configure new tenants and subscriptions for Microsoft cloud.
- Establish secure baseline configurations across Azure and Microsoft 365 environments
- Prepare and enable cloud environments for onboarding and migration activities.
- Plan and execute data migration into Microsoft cloud platforms.
- Configure identity and access controls using Entra ID best practices.
- Deploy initial resources and services required for cloud adoption readiness.
- Support workload transition into production-ready Microsoft cloud environments.
- Document licensing, configuration and migration outputs for customer acceptance.
Benefits
- Accelerates adoption of Azure, Microsoft 365 and Dynamics 365 platforms.
- Ensures secure tenant and subscription configurations from project outset.
- Reduces licensing complexity through expert CSP provisioning guidance.
- Delivers structured onboarding for consistent, predictable cloud outcomes.
- Minimises migration risk using validated, repeatable setup processes
- Optimises cloud readiness through right‑sized licensing and resource planning
- Reduces deployment time with streamlined enablement
Pricing
Service documents
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If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format,
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Framework
G-Cloud 15
Service ID
9 7 0 5 2 7 1 2 6 3 3 6 3 5 0
Contact
M-HANCE LIMITED
David Mannion
Email: matt.evans-peace@mhance.com
About your service
- Service categories
-
Cloud Support Services
Set Up and Migration
- Other
Service scope
- Service constraints
- Helpdesk support is provided remotely by our UK-based team, with on-site support available at our consultancy day rate.
User support
- Email or online ticketing support
- Yes
- Support response times
-
Priority 1 - Response time 1 hour (Mon-Fri 09:00 to 17:30 excluding UK public holidays).
Out of Hours Support is provided on a case by case basis. - User can manage status and priority of support tickets
- No
- Phone support
- Yes
- Phone support availability
- 9 to 5 (UK time), Monday to Friday
- Web chat support
- No
- Support levels
-
Standard Support and Fully Managed Service.
Charges based on type and quantity of deployed resources plus number of users
Resellers
- Supplier type
- Reseller providing extra support
- Organisation whose services are being resold
- Microsoft Cloud Services
Staff security
- Staff security clearance
- Other security clearance
- Government security clearance
- Baseline Personnel Security Standard (BPSS)
Pricing
- Discount for educational organisations
- No
Architecture roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Business architect | £1,250.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data architect | £1,150.00 | |
| Senior data architect | £1,200.00 | |
| Chief data architect | £1,300.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Enterprise architect | £1,200.00 | |
| Senior enterprise architect | £1,250.00 | |
| Lead enterprise architect | £1,250.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Network architect | £1,200.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Security architect | £1,200.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Solution architect | £1,200.00 | |
| Senior solution architect | £1,250.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Technical architect | £1,200.00 | |
| Senior technical architect | £1,250.00 |
Chief digital and data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief data officer | £1,500.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief technology officer | £1,500.00 |
Data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data analyst | £1,150.00 | |
| Senior data analyst | £1,250.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data engineer | £1,150.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Senior machine learning engineer | £1,250.00 |
IT operations roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Infrastructure engineer | £1,200.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Business analyst | £1,150.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Programme delivery manager | £1,300.00 |
Quality assurance testing (QAT) roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Tester (QAT) | £1,000.00 | |
| Senior QAT analyst | £1,100.00 |
Software development roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Developer | £1,150.00 | |
| Lead developer | £1,200.00 |
Non-mandatory Standards and certifications
- ISO/IEC 27001 certification
- No
- ISO 28000:2022 certification
- No
- ISO 9001 certification
- Yes
- Who accredited the ISO 9001 certification
- British Assessment Bureau
- ISO 9001 accreditation date
- Monday 11 August 2025
- What the ISO 9001 doesn’t cover
- Our certification only covers the following "The provision and delivery of Support Services for Dynamics 365, Modern Workplace, Azure and Bespoke SoftwarePackages across all organisational environments within the United Kingdom and Republic of Ireland"
- Quality management systems (QMS)
- Yes
- CSA STAR certification
- No
- PCI certification
- No
- Cyber essentials
- Yes
- Please provide your Cyber Essentials Certificate Number
- F84f1cb5-e398-4624-b3d0-8149f17d2c01
- Cyber essentials plus
- Yes
- Please provide your Cyber Essentials Plus Certificate Number
- 4d150cb7-b46d-44dc-b6af-cdbdab6c9b34
- Other security certifications
- No
Social value
- Section B - Commitment for Future: Delivery
-
-
Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.
Policy Outcome 1: Fair work: That offers fair wages and good working conditions. Help people get a job, stay in work, and progress in their careers, with good employment opportunities across the country. Notes: Where there is a large proportion of labour costs in the contract, commercial teams should consider MAC in Outcome 1 as a priority
- New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
- New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
- Providing opportunities for, and measuring and monitoring of, staff workforce conditions over time, including employee engagement, involvement in decision-making and satisfaction and adapting to any changes in the results, with clear processes for acting on issues identified
- Plans to engage the contract workforce in deciding the most important workplace issues to address
- Ensuring new workers are informed of their right to join a trade union
- Monitoring of employee engagement rates (by protected characteristic) and, where necessary, the development of actions to ensure all voices are heard across the diversity of the workforce
- Employment contracts that reflect actual hours worked; steps taken to ensure employees understand their contracts and have the ability to review and adjust them if actual hours regularly exceed contracted hours
- Activities that support an environment where staff are educated about, and feel empowered to, address their physical wellbeing
- Activities that support an environment where staff are educated about and feel empowered to report and address bullying and harassment
- Activities to cascade good practice on fair working conditions throughout the supply chain
- Offer a pay and leave entitlement to all eligible staff who become kinship carers, ideally equivalent to statutory adoption pay and leave
- Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
- Monitoring and reporting of gender and ethnicity pay gaps and plans to address them where necessary
- Entitlement to sick pay for the contract workforce, with provision in place for any staff who do not meet the earnings threshold for statutory sick pay, payment of sick pay from day one of absence and payment of staff on the contract workforce who are off sick a replacement income of 100% of their usual earnings for as long as possible
- Plans for an appropriate income replacement policy for staff who are required to spend time away from work to care for a sick dependent or close relative
- Understanding of in-work progression issues affecting the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
- Measures to support in-work progression to help people in the contract workforce, to move into higher paid work by developing new skills relevant to the contract
- Support for the contract workforce by providing career advice, and providing opportunities for staff working on the contract with in-work progression career development into known skills shortages or high growth areas
- Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
- Volunteering opportunities for staff
- Understanding of the modern slavery risks and issues affecting the market, industry, sector or country (of origin or of source) relevant to the contract, and the workforce in the supplier’s own organisation and those of its key subcontractors
- Measures to identify, mitigate and manage modern slavery risks relating to the contract and how these will be implemented
- Outline policies and practices to be applied to or put in place for the contract to mitigate and manage modern slavery risks, including: Pre-employment checks, recruitment practices. Workplace conditions, safeguarding plans and processes in place and regular monitoring with relevant groups considered, which may include sampling
- How these flow down the supply chain and are monitored Illustrative examples include reporting, site visits, audits, etc.
- How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
- How the supplier will work with NGOs, trade unions or other businesses to address modern slavery risk
- Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract
-
Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.
Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.
- Understanding of employment and relevant skills issues, and of the education and training issues relating to the contract. Illustrative examples: demographics, skills shortages, new opportunities in high growth sectors, geographic/local community and skills/employment challenges
- Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
- Activities to support relevant sector related skills growth and sustainability in the contract workforce. Illustrative examples: careers talks, curriculum support, literacy support, safety talks and volunteering
- Delivery of apprenticeships, supported internships and T Level industry placement opportunities (Level 2, 3 and 4+) in relation to the contract
-
Mission: Break down barriers to opportunity: By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain
Policy Outcome 7: Creating a pipeline of opportunities: For the contract workforce, reducing barriers to entry for under-represented groups.
- Understanding of the issues affecting the development of new skills by target cohort
- Understanding of the underlying factors affecting improvements to reduce barriers to entry and training schemes for the target cohort(s) related to the contract workforce
- Other measures to offer development opportunities for the target cohort(s) in the contract workforce
- Understanding of issues relating to entering the contract workforce
- Creation of outreach activities to create a pipeline of employees for the future contract delivery
- Content of the outreach activity is designed to suit the target cohort
- Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
-
Mission: Build an NHS fit for the future: That is there when people need it; with fewer lives lost to the biggest killers; in a fairer Britain, where everyone lives well for longer.
Policy Outcome 8: Increasing productivity through physical and mental wellbeing: In the supply chain and communities in the relevant area.
- Understanding of issues relating to health and wellbeing, including physical and mental health, in the contract workforce
- Understanding barriers to access to health and social care services or employment opportunities e.g. digital inclusion
- Inclusive and accessible recruitment practices, development practices and retention policies that support-focused activities including those provided in the Guide for line managers on recruiting, managing and developing which support people with a disability or health condition
- Actions to invest in the physical and mental health and wellbeing of the contract workforce
-
Service documents
Request an accessible format
If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format,
email the supplier at matt.evans-peace@mhance.com.
Tell them what format you need. It will help if you say what assistive technology you use.