Comprehensive HR Assessment

For the business where HR “sits” as other duties assigned, for another leader.

Whether HR sits with a CFO, or with the Executive Director to General Manager, it’s a part of someone’s job.

Not their whole job.

HR moves quick, in most states, there are compliance updates quarterly.

It’s not realistic to keep up with all this stuff, a fraction of your time - that’s where the HR assessment comes in.

What to expect:

  • Where are you today, we'll focus on the current state of the business. (read process assessment):

    • Payroll Compliance Audit (including classification)

    • Benefit Audit

    • Start I9/Employee Records

    • Benefit Broker Meeting (if applicable)

    • Everify/Usides

    • Team meeting/begin 1:1 with Managers (to understand what's not on paper)

  • We get in the weeds some more (read procedure assessment):

    • Benefit Open Enrollment Strategy (if applicable)

    • I9/Employee Records

    • Hiring/Off boarding process

    • Health and Safety Assessment (if applicable)

    • Begin 1:1 with Employees (or second level managers, pending business size and org design.)

  • We'll produce findings of the assessment:

    • Recommendation on approach

    • Share any highlights/concerns from listening sessions

    • Begin discussing ways of working toward most prioritized findings.

    At the end of Step 3, you'll have a good understanding of HR in your business today.

How we did it for them:

Confidential Client Result, 2024

“We were paying people, and had a outsourced finance arm running payroll. The team was small, and we had enough people for people problems but we’re a tight group - so it was never a problem. I read about more and more HR things in the news, and decided to retain Jessica to just understand where we are. And wow - we had no idea the risk we were playing. Our employees relocated to different states, and we weren’t even registered in those states - I’ll save the rest, it was eye opening.”

  • This HR Assessment was done “behind the scenes” - fully remote, and where we were given 2 points of contact within the organization. Through our weekly executive summaries, the client was aware:

    • where we spent our time

    • what was accomplished

    • what the plan was for the following week

  • This client was “non employee facing” so no 1:1 meetings occurred with the team.

    This was strategic, as they haven’t updated a handbook since the 2000’s, had employees in multiple states and “don’t know what they don’t know” - so we didn’t want to sound any alarms that anything was wrong.

What happens next?

  • We'll meet to chat about your business. Depending on the size, your systems and legacy - we will propose a speed for the HR Assessment.

    This speed will be a Tier 1, 2, or 3 engagement.

    You will see the pricing for all Tiers, and we will show how we can get it done in 2-6 months, pending your desire to get this across the finish line.

    We match your speed, always.

  • You will know the current state of HR in your business, from there we will propose next steps.

    Many times, clients want a contract extension and a proposal on timing to get most of the crucial items found off the todo list. This is another one that is customizable, and will match your speed.

    Clients have the option to move up or down in their Tier engagement.

    Tiers are always set up for efficiency, where you know what days we are working on only your business.

    Expect a heads up 1/2 way into the engagement (anywhere from 1-3 months in) so you're not surprised if we think it will take time to fix some things.

  • We've got you to a good spot, it might be 100% or it might be in a better than it was before state and you're ready to pivot to maintenance.

    Some clients see added value and efficiency of their teams to move to employee facing engagements, some like to move to HR on Demand behind the scenes.

    This is your call, we produce options for success and you make the decision.