Get a clear picture of the path forward, and then get to it.
You didn’t get where you are by doing shoddy work, and the people who have helped put together your current HR structure didn’t either.
But the tough reality with HR is that it’s not about how hard you’ve worked to create something. What matters is whether what you’ve created is the right thing, which both covers your ass and takes care of your people.
Everyone misses something, and that always means some level of risk. Those risks don’t have to control you, but you can’t make informed decisions, or plan confidently for the future, until you understand what’s going on.
Straightforward assessments for busy teams
We have streamlined a comprehensive HR discovery process for teams who don’t have time to waste.
You will uncover your blind spots, learn to address them, and receive recommendations for building a sustainable HR capability that helps you manage risk and empower your people.
A one-time investment for your long-term piece of mind
Step 1. Collect
Step 2. Compile
Step 3. Assess
Step 4. Report & Review
Over seven weeks, we will sit down with your employees, leadership, and managers to conduct interviews and capture the voice of your company.
Then, we will thoroughly review your employee-related, internal documentation, taking a comprehensive view of the four mission-critical areas that determine a healthy work environment or one that’s full of uncertainty and risk.
Once we’ve looked under the hood, we will make a set of actionable recommendations you can take to build your sustainable human resources organization.
Typical outcomes include a prioritized list of the risks you need to address first, a clear picture of your current HR roles and responsibilities, and a set of recommendations for how to create an organizational structure to support your mission-critical HR needs and processes.
Filling in the gaps, where it counts the most
You don’t want to waste time or money on things you don’t need. That’s why we’ve structured our services to meet the most pressing needs most leaders of fast growing companies face.
Recruiting and Development
Discover what you’re doing right, and what’s potentially problematic, about the way you search for, interview, grow, and terminate your talent.
Our focus areas include:
- Recruiting and onboarding
- Performance evaluations
- Engagement and retention
- Learning and development
- Succession planning
- Offboarding and termination practices
Compliance and Risk
If you’re looking for doom and gloom, then you may want to look elsewhere.
But, if you’d like calm and sensible guidance about compliance, without panic and destruction, then we can help you make informed choices in these areas and more.
- Background checks and drug testing
- Employee handbooks, policies, and guidelines
- Health and safety, like OSHA reporting and workers compensation
- Record keeping and documentation
Benefits and Compensation
Who knew that paying people could be so complicated. But, in today’s business environment, this is an area both of significant risk and opportunity.
A compensation program has to be fair and equitable, but it also has to transparently reward success so you retain your best talent.
This isn’t easy, and that’s why we assess your full pay and benefits organization, with a focus on these areas:
- Compensation practices
- Payroll processes
- Benefits packages
- Rewards and recognitions
Organization and Culture
A positive culture, full of trust and collaboration, is harder to build and maintain than many people realize. At least, until they try to do it.
We help busy teams understand how they are contributing to, or detracting from, the working cultures they want to create.
Here are some specific areas we will assess:
- Internal communication
- Employee relations and complaints
- Disciplinary practices and documentation
- Org charts and role descriptions
- Employee statuses (full-time, part-time, contractor, etc).
You decide what happens next.
Typically, our clients will decide to do one of these three things, following an assessment. However, we love creativity. If you come up with a fourth option, we’d love to hear about it.
- Take our recommendations and run with it, implementing our suggestions with existing talent.
2. Hire a full-time HR lead to use our assessment process like an audit, launching them to greatness on day one.
3. Ask us to join your team, in a fractional capacity, offering all of the expertise you need at about a quarter of the cost of hiring a full-time HR lead.