Welcome!
I truly believe it’s unrealistic to manage a business and keep up with all the changes in the people compliance (read: legal HR stuff) space. I live in this lane, full time, so you don’t have to.
Typically, these are the themes that clients come to me with:
-
Who: Companies with ambitions to pass the 50 employee mark, this can be in one site, multi site and/or across multi states… or 5+ employees in CA.
What: Three Month*Engagement is the norm, however see tiers below - this can be sped up or slowed down.
Step 1:
Assessment of Business “as is” analysis. We’ll request data from your HRIS system (or quick books) along with current policies, handbooks, and a couple employee files to understand where you’re at right now.
No matter what, we will include an up to date handbook and provide consistent amendments for 12 months to keep you compliant as laws change.
Step 2:
Findings and “A-Ha’s” happen, we’ll discuss what was found in step 1 and propose what to stop/start/continue doing.
Step 3:
Integration and Change; we implement what’s agreed in step 2 for adoption and stability as necessary.
Where/When: Behind the scenes or onsite engagements can be discussed.
-
Who: Companies that have tenured employees, but not sure "who does what" anymore, because they've all been here for a long time. Companies passed on from generation to generation.
Also includes organizations approaching M&A activities, or open to M&A opportunities.
What: Role clarity and job descriptions to ways of working and rules of engagement.
Where/When: Pending the complexity of the organization, meetings with levels of the team can be required to document the “As is” picture well.
-
Who: Companies with a Employee Handbook that is 18+ months old, Clients are typically frustrated that they pay for a handbook and by the time they get the PDF - it's already out of date. That's why we do it differently.
What: A QR Code Employee Handbook and we'll provide consistent amendments for 12 months to keep you compliant as laws change.
Step 1:
Collection of info, we'll chat about the foundations of your business and the employee experience.
We'll reference your current handbook to understand your current culture and how much change we need to explain for you to be compliant (read current).
Step 2:
First 30 min meeting will occur.
We provide options of proposed changes for compliance purposes, that will be communicated by this document. We communicate what the changes mean, and how process change will be implemented so stakeholders are fully informed before making any decisions.
Step 3:
Second 30 min meeting will occur, to finalize draft 2 and make sure we make the correct changes from our Step 2 meeting.
Where/When: Remote, with two 30 minute meetings explained above.
-
What: Outsourced HR for for Breweries, Wineries, and Restaurant Groups. Where you need an expert that understands the risk of high turnover and alcohol in the workplace. We work confidentially with clients to mitigate process before they have to address conduct concerns.
These organizations are typically 15-200 employees in size and we use systems and technology to streamline your people process. Mitigating risk and ensuring it's HR when you need it, not when you don't.
How I work
Look - no one likes a surprise bill. Personally or Professionally. I have tiered engagements for that exact reason. We’ll discuss what you need done, and I’ll focus a fixed amount of time, per month on those things.
Every week, you get a executive summary outlining how we’ve spent the time - whether it’s remote or in person. You’ll know what you’re paying for.
-
Deliverables typically include an HR assessment, packets (hire, onboarding, performance management etc.) vetting payroll or other software systems for conversion, cost savings or efficiency.
Tiers are typically used for projects and HR assessments.
Tier 1: 24 hours a week (3 days a week) of HR support, in the proposal you will know which days we are working on your project. Every week included the Exec. Summary. We will assess, revisiting the basics or go after projects at a pace that feels most comfortable to you. We can always revisit the strategy and Tier positioning.
-
Deliverables similar to Tier 1, at a different speed.
16 hours a week, scheduled as a total of 8 days a month working on deliverables.
-
4 days a month, same as other tiers. Some clients like a power week (4 consecutive days) some prefer every Monday for example.
-
A reasonable amount of hours, dedicated to your business, to be used how you want.
Examples of past client engagements:
Act as the face of HR to the team, business sets up a HR email where we respond to employees
Have a seat at the table, to provide the people perspective and advise on strategy.
Ad Hoc resource: gut check your decisions, have back up with tough conversations.
Quick
FAQs
-
From our initial call to other conversations, I will learn what you're looking for.
In your proposal, I clearly outline how we use these hours to match your business pain points, business ambitions and people teams. I break it down on the deliverables and goals, per month, so you have a good idea of where I think we should start our engagement. Overall, this is a agile observation and we can pivot as business needs adjust.
-
Yes, and in some cases clients prefer to do so. For example, an audit can take some time, implementation or change management can too - then once it’s set, it’s maintenance.
In some cases, I train an internal employee on established HR process and move to a support resource instead of an integrated member of the team.
-
Yes, and in many cases we will want to do this in situations such as employee meetings when you launch a new handbook to communicate change, to educating on new procedures, even post-merger integration.
-
Tier 1 is the way to go, we can discuss what this looks like for you. In many ways it’s participation in leadership meetings, giving HR a seat at the table during strategic decisions and linking arms for your human capital strategy.