Interim Human Resource Management
Manage the Human Resource functions on an interim basis when there is a short-term absence or for a start-up. Typical assignments are one to three days per week for up to six months.
Human Resource Audits
Meet with key managers and/or human resources staff to assess all human resource programs and compliance with federal and state reporting requirements. The basis for this audit is a detailed seven-page questionnaire. Documentation, personnel records, and contracts will be reviewed. Wage and salary programs will be reviewed for compliance with FLSA. A report will be presented to management providing a complete summary of the findings.
A Level Two audit includes reviewing all payroll and personnel records to look for any inadvertent adverse impact on protected classes as a result of human resource and salary management.
Due Diligence Analysis for Mergers and Acquisitions
All human resource programs will be reviewed for compliance with federal and state reporting requirements. A detailed questionnaire will be used to ensure all programs are viewed. Any potential issues will be identified.
Compare the programs and policies of both companies to be merged and document similarities and differences. A detailed plan will be developed to integrate programs.
Wage and Salary Program Design
Competitive wage and salary programs are key to recruiting and retaining qualified staff. Assist companies in developing:
- Commission plans
- Incentive bonus plans
- Market pricing for base salary
programs; merit increase budgeting
- Job descriptions
- Job evaluation to determine the
internal relative value of positions
- Salary structure programs with
minimum, midpoint, and maximum wage targets for all positions
- Audit hourly wage programs for
Department of Labor compliance
Performance Appraisal Programs
Employees want regular feedback on how they are doing in their jobs. Many want guidance in career development and how they can succeed with the company. Many companies provide pay increases that are tied to performance. Assist in developing performance appraisal programs that are tailored to your organization’s culture and industry. This includes:
- Development of the program and document formats
- Training for managers in completing documents and meeting with employees
- Performance management for star performers and employees performing at below standard
Policy and Procedure Development
Even small companies need to have road maps detailing where they want to go. Some policies, such as Sexual Harassment and guidelines on how to access Family and Medical Leave benefits are important to ensure compliance with federal laws. Without written policies, each manager is left to make their own decisions – and these decisions could have a critical impact on the organization.
Some policies are designed to provide important information to employees:
- When do I get paid?
- How much vacation do I get each year?
- What happens when I get sick?
- I have just been called for jury duty, what do I do now?
The HR Center will determine what policies are important for your organization and provide you with written documents that reflect your company’s specific needs.
The Employee Handbook provides your staff with the information they need to be successful. Your mission as a company, your organization’s culture, and the guidelines for professional conduct can be included. A well-written handbook can be a framework within which you manage your employee relations. It helps ensure that all managers are interpreting and applying the rules in the same way. This can provide protection against legal action. Written policies are an important component in helping employers establish a good faith compliance with federal and state legal requirements.
The HR Center offers assistance in the documentation of your human resource programs and the writing of them in policy format. These policies are then written into an Employee Handbook format for publishing and distribution. It is also important that you provide the management training to help ensure consistent interpretation and application of the policies.
Management training in how to supervise people is very important. Whether the topic is day-to-day interaction with staff and treating all people with respect, how to motivate talented performers, or what to say to Mary when she is late for the third time this week, We offer practical, hands-on programs in:
- Management and supervisory skills
- Sexual harassment
- Performance management
Benefit Program Design
Assist in the selection of qualified insurance brokers to meet your needs for health, dental, and other programs typically covered by insurance. Help help you determine how much of the cost should the employee be responsible for, in compliance with the Affordable Care Act. Keep in mind that your insurance plans can be even more valuable to your employees if their contributions are on a pre-tax basis.
Many benefit programs are developed and managed internally, through written policies and interfaces with payroll systems. These include:
- Sick Leave
- Integrated PTO (Paid Time Off) plans
- Short Term Disability
- Voluntary Leaves of Absence