What is Human Resource Consulting?
Human Resources (HR) consulting involves providing organizations with expert advice and solutions to address various HR issues. HR consultants help companies with areas like employee engagement, compensation and benefits, and compliance. Offering services like HR audits, strategy development, and technology implementation. In essence, HR consultants act as advisors and problem-solvers, helping organizations navigate the complexities of managing their workforce and achieving their business objectives.
Why use a Human Resource Consultant?
- Lack of Internal Expertise: Some organizations may not have the internal expertise or resources to handle specific HR projects.
- Objective Perspective: Consultants can provide an unbiased perspective on HR issues, free from internal politics.
- Strategic Planning: Consultants can help develop and implement HR strategies that align with the organization’s business goals.
- Cost-Effectiveness: In some cases, hiring a consultant can be more cost-effective than hiring a full-time HR employee.
- Specialized needs: If your company needs expertise in a specific area like succession planning, diversity and inclusion, or compliance with a particular industry regulation, an HR consultant can provide the specific knowledge you need.
- Limited in-house expertise: If your current HR team lacks certain skills or experience, an HR consultant can bridge the gap.
- Project-based needs: If you need help with a specific HR project, like developing a new employee onboarding program or implementing a new benefits system, an HR consultant can provide dedicated support for that project.
- Mergers, acquisitions, or reorganizations: During times of significant change, an HR consultant can help manage the HR aspects of the transition.
- Compliance issues: If you need to ensure your HR practices are compliant with legal regulations, an HR consultant can provide guidance and support.
- Reduced costs: You don’t have to pay for a full-time salary, benefits, and overhead associated with an in-house HR department.
- Access to specialized expertise: You can access the skills and knowledge of a specialist in a particular area of HR.
- Increased efficiency: An HR consultant can help streamline your HR processes and procedures.
- Flexibility: You can work with an HR consultant on a project basis or for ongoing support, allowing you to adjust your HR needs as your business changes.
We have always been transparent with our pricing.
No long-term contracts required, use our services when you need them. We offer these services nationwide and in USA territories.
HR Consulting Fees
- Other fees that may apply:
- Mileage $0.68/mile
- Per Diem: Breakfast $15, Lunch $25, Dinner $35
- Motel: $250/night
Recruiting Assistance
- Recruitment Strategy Development: Help organizations define their talent needs, develop targeted recruitment strategies, and create compelling employer branding messaging.
- Streamlined Recruitment Process: Help organizations streamline their hiring process, minimizing bias and ensuring a fair and effective selection process.
- Offer Letter Negotiation: Assist with negotiating compensation packages and benefits to attract and retain top talent.
Talent Management
- Employment Engagement: Develop strategies to increase employee satisfaction, motivation, and loyalty, potentially through employee surveys and engagement initiatives.
- Succession Planning: Help identify and develop future leaders, ensuring the organization has a pipeline of talent for critical roles.
- Performance Management: Implement systems for evaluating employee performance, providing feedback, and setting goals.
- Strategic Planning: Provide expertise in developing and implementing talent management strategies that align with the organization’s overall goals.
- Process Optimization: streamline talent management processes, improve efficiency, and reduce costs.
Employee Relations
- Employee Relations: Help manage employee relations, address workplace conflicts, and promote a positive work environment.
- Employee Engagement: We help businesses improve employee engagement through various programs and initiatives.
- Employee Handbook Development: We assist in creating and/or updating employee handbooks. It can be used as evidence in cases of discrimination, accommodation requests, or other legal issues.
- Job Descriptions: A good job description attracts qualified candidates by clearly outlining the role and its expectations. It can be used as evidence in cases of discrimination, accommodation requests, or other legal issues.
Performance, Compliance, and Risk Management:
- Performance Management Systems: We help organizations develop and implement effective performance management systems.
- HR Audits: We conduct HR audits to ensure compliance with laws and regulations.
- HR Compliance: We help businesses stay compliant with labor laws and regulations.
- HR Policies: They develop and implement HR policies that align with business goals and legal requirements.
- Strategic HR Planning: We help organizations develop and implement strategic HR plans that align with business goals.
- Culture Building: We help businesses build a positive and strong workplace culture.
Compensation, Benefits and Other Services:
- Compensation Management: We help organizations design and implement competitive compensation and benefits packages.
- Benefits Advising: We provide advice on employee benefits, including health insurance and retirement plans.
- Outplacement Services: We help organizations manage employee terminations and outplacement assistance.
We provide expertise and advice to organizations on various aspects of managing their workforce. This includes areas like recruitment, training, employee relations, performance management, and compliance with labor laws
If you are in search of a service that is not listed, please feel free to contact us.
✓ up to one hour, Complimentary
This service involves about 2 hours of meeting time either in person or by phone. We usually have your employee handbook written within 2-3 weeks. Clients receive one hard copy and one copy via email of the new employee handbook. As with everything we do, this employee handbook is NOT a template book. It is specially designed for your company with your company logo and information on the cover. If you have employees, you should have an employee handbook. A handbook that clearly states what staff can expect and covers all legal issues, depending on the size and location of your company. Make sure your employee handbook is correct. Ensure that all of the employee rights are stated correctly. In some cases there are not only federal, but state, county, and in some cases city laws and regulations. We also will keep your manual updated annually so you won’t have to worry about any changes. Helping you utilize your time and resources for business productivity.
We can develop a survey to meet your needs and improve employee satisfaction with whatever the scenario may be. This will allow employers to gain a better insight on what may be needed. It is highly advised that any survey be collected and compiled by a third party.
- A third party is more likely to get honest results.
- Employees feel less threatened being truthful to an outside source and will be more open.
- Employees won’t have to use their time to develop an effective tool to measure satisfaction.
- All surveys are anonymous.
- We will even compile the results and supply you with the information in a report.
Gap analysis is a formal study of what a business is doing currently and where it wants to go in the future. It can be conducted, in different perspectives, as follows:
- Organization (e.g., Human Resources)
- Business direction
- Business processes
- Information technology
This service includes FLSA Classification and a Compensation Analysis of the position(s).
- Classifies position as either hourly or salary based on FLSA guidelines.
- Prevents confusion and overlaps in duties performed.
It is critical that your employees are classified correctly as either hourly or salary. Send us a current and up-to-date job description to ensure that each employee is classified correctly. We will return a report reflecting the proper classification to you within 24 hours. Many of the clients we have served are using the old standards, established in the 1930’s. In 2019 the standards for classifying employees underwent a major change. We will check each job description in the company to ensure that they are classified correctly. Making needed changes now may help you in the future should you ever get audited.
HR audits provide a focused and intense review of a company’s HR practices. This type of review can help evaluate whether or not specific HR areas are effective. The results obtained from an HR audit can provide decision makers with the information necessary to determine what policies or practices need to be revised or improved. Our company will visit your location and verify that all HR documents are completed correctly, filed correctly, and everything is in order. We will also make sure everything is running efficiently and effectively.
- Know that your HR department is legal.
- Know that your HR department is operating efficiently.
- Many times there are a lot of files that can be disposed of or deleted.
- An audit can free up a lot of space in your files and/or computer.
Current up-to-date job descriptions are important for several reasons. To classify employees properly either hourly or salary, define work duties, prevent discrimination, protect against ADA requirements and that is to name just a few reasons. These documents should be updated at least once every year. Depending on the status of the position, we can either create a new description or update your existing one. Our staff will actually visit your location to observe and interview the employee/position at work and gather information from the employee and manager. During this visit and development, we look for any overlaps in positions. Then advise management of any overlaps. Sometimes this can save companies a considerable amount of money and reduce the amount of work for staff.
We will design and develop a performance appraisal process to match your particular needs. You and your employees need to know how they are performing so that improvements can be made to meet the company goals. A Performance Appraisal also allows management to measure whether an employee deserves a promotion, raise, or more assistance to perform the job better. Too many times Performance Appraisals “evaluations” are subjective rather than objective or do not reflect the culture which provides a false interpretation of actual performance.
- Know just how productive your employees are
- Issue raises and promotions on results not opinions.
- Find who your best performers are
- Allows employees to have goals to better meet the needs of the company.
- Allows employees to know what to do, so they can be more productive.
We will review current job descriptions and find current area market wages based on 10 different criteria. We can also look at and consider all pay scales and see if there are any pay disparities among employees. A report will then be prepared showing the 25, 50, 75, and 100 percentiles from the current market wages, as well as any disparities, and suggestions on how to adjust pay accordingly. If adjustments are found to be needed, we will help in developing a plan to make the appropriate adjustments.
- Find out if any of the positions in the company are over or under paid.
- Ensure that you are paying a competitive wage for each position.
- Paying a fair wage is one part of ensuring a reduction and/or low turn-over rate.