SUITE OF SERVICES

Executive Partnership

Executive partnership is a strategic collaboration between an organization's top-level executives and your People & Culture consultant. The primary goal of this partnership is to align the company's human capital strategy with its overall business strategy. Here is a summary of executive partnerships from an HR consulting viewpoint:

  • Strategic Alignment: P&C consultants work closely with senior executives to ensure that the organization's HR initiatives and practices are aligned with the company's strategic goals and objectives. This involves understanding the company's long-term vision and helping to develop HR strategies that support these objectives.

  • Talent Management: P&C consultants assist in identifying, attracting, developing, and retaining top talent. They work with executives to ensure the right people are in the right roles and have access to the necessary training and development opportunities.

  • Organizational Development: P&C consultants help design and implement organizational structures and processes that enhance efficiency and effectiveness. They collaborate with executives to create a company culture that encourages innovation, teamwork, and employee engagement.

  • Succession Planning: Succession planning is a crucial aspect of executive partnerships. P&C consultants work with senior leaders to identify and groom potential successors for critical positions within the organization, ensuring continuity in leadership.

  • Performance Management: P&C consultants aid in developing performance management systems that assess and enhance employee productivity. They work with executives to set clear performance expectations and provide feedback to drive continuous improvement.

  • Compliance and Risk Management: P&C consultants help senior management navigate labor laws and regulations, minimizing legal risks associated with employment practices. This includes compliance with diversity, equity, and inclusion (DEI) initiatives.

  • Change Management: In periods of significant change, such as mergers, acquisitions, or major reorganizations, P&C consultants partner with executives to manage the human aspects of change effectively. This includes communication, employee morale, and transition planning.

  • Data-Driven Decision Making: P&C consultants emphasize the importance of data analytics in making informed HR decisions. They collaborate with executives to gather and analyze workforce data for better decision-making.

  • Employee Engagement: P&C consultants work with executives to enhance employee engagement and satisfaction. This may involve designing benefit packages, wellness programs, and recognition initiatives.

  • Communication and Conflict Resolution: P&C consultants guide effective communication and conflict resolution strategies. They help executives foster open and transparent lines of communication within the organization.

  • Cost Management: P&C consultants assist in managing labor costs by optimizing workforce planning, benefits, and compensation structures to ensure they align with the company's financial goals.

  • Diversity, Equity, and Inclusion (DEI): Promoting diversity and ensuring equity and inclusion in the workplace is a central component of an executive partnership. HR consultants collaborate with executives to create and implement DEI programs.

Overall, an executive partnership in P&C consulting is about fostering a collaborative relationship between P&C professionals and top executives to ensure that the organization's human capital strategy supports its strategic objectives, enhances employee performance, and maintains legal compliance. This partnership is essential for the overall success and sustainability of the organization.

TALENT MANAGEMENT

  • Market Analysis and Talent Mapping: Conduct comprehensive market analysis to identify talent pools and analyze recruitment trends. Develop targeted talent mapping strategies to identify and engage with potential candidates proactively.

  • Employer Branding Development: Create and enhance the employer brand to attract top talent. Craft an authentic employer value proposition (EVP) that resonates with the target talent pool. Develop strategies for communicating the employer brand effectively across various channels.

  • Optimized Recruitment Process Design: Evaluate and streamline the recruitment process to ensure efficiency and effectiveness. Implement innovative and technology-driven solutions to enhance the candidate experience, from application to onboarding.

  • Diverse Sourcing Techniques: Identify and implement diverse sourcing techniques to ensure a robust and inclusive talent pipeline. Utilize various channels, including social media, networking events, job fairs, and industry-specific platforms, to reach a wide range of potential candidates.

  • Candidate Assessment and Selection Support: Design comprehensive and customized candidate assessment methodologies aligned with the organization’s specific requirements. Provide support in conducting interviews, assessments, and reference checks, ensuring the selection of the most suitable candidates.

  • Talent Onboarding Support: Develop an effective onboarding process to facilitate the seamless integration of new hires into the organization. Provide guidance on creating onboarding programs that help new employees understand the company culture, values, and their roles effectively.

  • Data-Driven Recruitment Strategies: Implement data-driven recruitment strategies using analytics and metrics to optimize recruitment efforts. Provide insights into the effectiveness of different sourcing channels and the overall recruitment process.

  • Compliance and Diversity Integration: Ensure compliance with all relevant laws and regulations throughout the recruitment process. Integrate diversity and inclusion practices to promote a diverse workforce and a culture of belonging within the organization.

Employee relations

  • Policy Development and Implementation: Tailored development and comprehensive rollout of HR policies and procedures, ensuring adherence to legal and ethical standards while fostering a positive workplace culture.

  • Employee Handbook Development: Designing and creating comprehensive employee handbooks that outline company policies, procedures, and guidelines to ensure clear communication and understanding between the employer and employees.

  • Conflict Resolution Training: Conducting workshops and training sessions for employees and management on effective conflict resolution strategies, communication techniques and fostering a positive work environment.

  • Mediation Services: Providing professional mediation services to resolve disputes and conflicts between employees, teams, or departments, aiming to reach mutually satisfactory solutions and restore harmonious working relationships.

  • Employee Communication Strategies: Developing effective communication plans and strategies to ensure transparent and consistent communication between management and employees, fostering trust, engagement, and a shared sense of purpose.

  • Performance Management Systems: Designing and implementing performance management systems, including goal setting, regular feedback mechanisms, and performance appraisal processes that promote employee development, productivity, and accountability.

  • Organizational Restructuring Support: Offering guidance and support during organizational restructuring processes, including mergers, acquisitions, or downsizing, to ensure effective communication, fair treatment of employees, and smooth transitions while maintaining employee morale and engagement.

  • Employee Investigation Service: employee investigation service offers an impartial, professional, and comprehensive approach to investigating workplace issues. They play a critical role in ensuring fairness and transparency while protecting the interests of both employees and employers.

COMPLIANCE & Risk Management

  • Regulatory Compliance Audits and Reporting: Thorough audits of HR processes and practices to ensure compliance with local, state, and federal regulations, including comprehensive reporting and recommendations for mitigating legal risks and liabilities.

  • Benefits Compliance: Regular and thorough benefits audits to identify and address any compliance gaps, mitigate legal risks, and ensure that employee benefits programs align with the relevant laws and regulations. Some examples include ACA, 401k, COBRA, HIPAA, FMLA, ADA, and NDT.

  • HR Policy Compliance Monitoring and Training: Ongoing monitoring and assessment of HR policies to ensure alignment with evolving legal standards and best practices, along with specialized training for HR teams and managers on policy compliance and risk mitigation.

DE&I

  • DEI Assessment and Strategy Development: Partnering with DEI specialists to conduct comprehensive DEI assessments and audits within the organization. Helping to develop customized DEI strategies aligned with the organization’s goals and values. Creating long-term DEI roadmaps with actionable steps and measurable objectives. Partnering with third-party specialists to help facilitate workshops and focus groups to gather insights and feedback from employees. Providing guidance on integrating DEI initiatives into the organization’s overall strategic plan.

  • Inclusive Leadership Training: Offering training programs to develop inclusive leadership skills and behaviors. Providing coaching for senior executives and management on fostering inclusive work environments. Conducting workshops on unconscious bias awareness and mitigation strategies. Facilitating discussions on creating inclusive decision-making processes and fostering diversity in leadership roles. Implementing mentoring and sponsorship programs to support the growth of underrepresented groups

  • Cultural Competency and Awareness: Designing cultural competency training to foster awareness and understanding among employees. Providing education on different cultural norms, practices, and communication styles. Conducting workshops on building cross-cultural understanding and collaboration within teams. Facilitating discussions on the importance of cultural sensitivity and respect in the workplace. Offering resources and guidance on navigating sensitive cultural conversations and conflicts.

  • Diversity Recruitment and Retention Strategies: Developing inclusive recruitment strategies to attract diverse talent pools. Conducting training for recruiters and hiring managers on mitigating biases during the recruitment process. Designing retention strategies that focus on fostering an inclusive and equitable work environment. Implementing mentorship and sponsorship programs to support the retention and advancement of diverse talent. Analyzing and revising HR policies and practices to ensure they are inclusive and equitable for all employees.

  • Creating Inclusive Work Environments: Assisting in the development of policies and practices that promote a diverse and inclusive workplace. Providing guidance on creating employee resource groups and affinity networks. Facilitating workshops on building inclusive communication and collaboration among diverse teams. Conducting surveys and focus groups to assess the inclusivity of the work environment and recommending improvements. Offering guidance on creating accessible and accommodating workplaces for employees with diverse needs.

  • DEI Metrics and Reporting: Establishing key performance indicators (KPIs) to measure the effectiveness of DEI initiatives. Implementing data collection and analysis to track progress and identify areas for improvement. Developing regular DEI reports for management and stakeholders. Providing insights and recommendations based on data analysis to refine and enhance DEI strategies. Ensuring transparency and accountability in the organization’s DEI efforts through clear and comprehensive reporting.

TOTAL REWARDS

  • Compensation Analysis and Benchmarking: Comprehensive evaluation of market trends and industry standards to design competitive and equitable compensation packages that attract and retain top talent, including executive compensation analysis.

  • Benefits Optimization and Administration: Customized analysis of benefits programs, including health, wellness, and retirement benefits, with recommendations for enhancing offerings to ensure alignment with employee needs and organizational goals.

  • Incentive Programs Design and Management: Development and management of incentive programs, including bonuses, commissions, and equity-based incentives, to drive employee motivation, engagement, and performance.

  • HRIS Implementation: Combined 5+ different HR system implementations for total HRIS, L&D, Payroll, and Benefits.

People & Culture fOUNDATIONS

HRIS Selection, Implementation, and Training

  • Needs Assessment and Vendor Evaluation: Conduct a comprehensive analysis of the organization’s current HR processes and technological requirements. Assess the specific needs of different departments and teams to determine the ideal HRIS solution. Evaluate multiple vendors based on their product features, customization options, scalability, and customer support services. Provide a detailed report outlining the pros and cons of each HRIS option to facilitate informed decision-making.

  • Implementation Planning and Execution: Develop a detailed project plan with clear milestones and timelines for the HRIS implementation. Coordinate with relevant stakeholders to ensure smooth data migration from the existing systems to the new HRIS. Customize the HRIS to align with the organization’s unique workflows and processes. Conduct comprehensive testing to ensure the seamless integration of the HRIS into the existing infrastructure. Provide regular progress updates and address any implementation challenges effectively.

  • End-User Training and Support: Develop tailored training programs for HR staff and employees on the functionalities of the new HRIS. Offer hands-on training sessions, user manuals, and video tutorials to ensure a smooth transition to the new system. Provide ongoing support to address any technical issues or queries related to the HRIS. Conduct follow-up training sessions to maximize user proficiency and optimize the utilization of the HRIS capabilities.

Handbook Creation

  • Policy Analysis and Development: Conduct an extensive review of existing policies and procedures to identify gaps and inconsistencies. Develop and update employee handbooks to ensure compliance with current legal regulations and industry standards. Integrate best practices and ethical guidelines to foster a positive and inclusive work environment.

  • Customized Handbook Content: Create comprehensive employee handbooks tailored to reflect the organization’s unique values, culture, and specific HR requirements. Ensure that the handbooks effectively communicate company policies, procedures, and expectations in a clear and accessible manner. Incorporate visual aids, case studies, and real-world examples to enhance understanding and engagement.

  • Distribution and Training: Facilitate the distribution of updated employee handbooks using effective communication channels and platforms. Conduct interactive training sessions to ensure that employees understand the policies outlined within the handbook. Offer guidance on the implementation of policies to foster a harmonious and compliant workplace culture. Provide ongoing support to address any questions or concerns regarding the handbook and its policies.

Policies and Procedures

  • Policy Review and Revision: Conduct a comprehensive audit of current HR policies and procedures to ensure alignment with legal requirements and industry best practices. Recommend necessary updates and revisions to optimize efficiency, compliance, and employee satisfaction. Develop a systematic approach to policy review and update cycles to ensure that policies remain relevant and effective.

  • Custom Policy Development: Collaborate with key stakeholders to develop customized HR policies and procedures that reflect the organization's unique needs, values, and culture. Ensure that the policies promote fairness, transparency, and consistency in HR practices while aligning with the organization’s strategic objectives. Incorporate employee feedback and suggestions to create policies that resonate with the workforce and foster a positive employee experience.

  • Implementation Support: Assist in the seamless implementation of new policies and procedures across the organization. Conduct comprehensive training sessions to ensure that employees and management understand and adhere to the updated policies. Provide resources and tools to facilitate policy implementation and compliance monitoring. Offer ongoing support and guidance to address any challenges or resistance related to the implementation of new policies and procedures.

“Great things in business are never done by one person. They’re done by a team of people.”

— Steve Jobs