HR Consultant Services

If you or your leadership time are spending a lot of time solving internal conflict, it’s taking too long to fill open positions with quality candidates, employees are impatient about their next promotion and struggling to progress, it’s worth reassessing your HR organization. What works for a 25 person company doesn’t work for a 75 person company or that for a 150 employee company.

With the right People resources in place, you will have strong retention, attract top candidates, have employees who are passionate about the mission, and get a lot of internal referrals – and your employees will be more effective and innovative. The leadership will have a clear idea of the pipeline for all key roles and have faith in the quality of candidates brought forward, and will have demonstrated why they have a seat at the table.

A trained HR or compensation professional assesses the scope and impact of each role based on a comprehensive job profile to determine its level. The range for the position is determined by the market and how a company wants to approach base pay – some prefer to pay above or below market, depending on other cash benefits, and some companies pay a premium for certain functions. California Pay Equity & Transparency laws require companies to have this infrastructure – and managers need to be capable of talking about the why.

Human Resources, sometimes called People Experience or People Programs, is accountable for effectively planning for and supporting employees through the employee lifecycle. HR works with leadership and Finance on headcount planning, develops and executes talent acquisition strategy, manages the pipeline for each role and supports the development of high potential employees, coaches leaders in giving feedback systematically and individually, and makes compliance invisible.

Every company needs to make sure that it is complying with labor laws and ensuring their employees are able to bring their best effort to work. Not all companies need a large internal staff; many companies can have a high-impact Human Resources or People function with the right, coordinated combination of in-house staff and outsourced providers working together toward a clear goal.

Engaged employees bring forward new ideas, support one another’s development and success, solve problems effectively, find efficiencies in company processes, and they do little things – pick up a piece of paper on the floor, leave the staff kitchen in good condition, and recruit their friends.

The culture will be determined by the values of your leadership, no matter what you’ve put on the whiteboard. Culture can sound fluffy, but it can be evaluated by actions: who gets promotions, who gets a pass for poor behavior, who and how employees get recognition, how often employees champion one another, how comfortable employees are bringing up out of the box ideas, and the tone and productivity of company meetings.

Every leader benefits from coaching, CEO’s most of all – fewer people are willing to give CEO’s necessary feedback. Leadership coaching from a skilled practitioner ensures that as your company grows, employees still feel a strong connection to the mission, and can help with career progression.

Theft, whether it’s timecard fraud, expense account abuse, or shrinkage; high turnover, excessive absences; frequent employee relations issues; and reduced productivity are all indicators that there is culture work to be done.