SERVICES FOR START-UPS, SMALL AND GROWING COMPANIES THAT WANT FULL-SCALE HR FUNCTIONS WITHOUT A FULL SIZE HR DEPARTMENT

• START-UP, RESTRUCTURE AND/OR AUDIT OF HUMAN RESOURCES DEPARTMENT (Creating, establishing and building the HR department and functions. Perform audit and/or restructure of Human Resources Department and functions for State, Federal and OSHA compliance. Develop a strategic business plan to align with Company goals and objectives, and best practices. Provide services with projects such as creation of job descriptions, performance appraisal programs and employee handbooks; new hire and benefits orientation and termination procedures; OFCCP and OSHA audit preparation and compliance resolution; etc.)
  
  
• MAINTENANCE OF HUMAN RESOURCES DEPARTMENT AND FUNCTIONS (Coverage in the absence of your Company HR professional. Works with on-site HR staff to coach and develop them to a higher level of competency and effectiveness in all functional areas of HR -- employment law, employee and labor relations, compensation, benefits, health, safety, security, workers compensation, training and recruitment, selection & hiring.)
  
  
• DEVELOPMENT, IMPLEMENTATION & MAINTENANCE OF HEALTH, SAFETY, SECURITY AND WORKERS COMPENSATION PROGRAMS (Develop programs to minimize workers compensation injuries, claims and costs. Creation and implementation of IIPP (Injury and Illness Prevention Plan) and Safety Policies & Procedures. Workers Compensation investigations, record keeping, mandatory reporting and transitional work and return to work policies and procedures. All employers are required by OSHA to provide a safe, healthy and secure workplace for their employees.)
  
  
• EMPLOYMENT LAW COMPLIANCE AND EMPLOYEE / LABOR RELATIONS (Establish policies, procedures and training for compliance with State and Federal laws and regulations and to minimize your legal exposure of labor and employee relations issues.)
  
  
• COMPENSATION AND ORGANIZATIONAL DEVELOPMENT (Compensation comparison and analysis to determine if you are paying too much or too little to attract and retain quality people. Are you developing your high potential employees? Are you compliant with FLSA exemption, minimum wage & overtime pay requirements? Who is your next rising star and how do you insure that person is developed to their fullest potential to meet your Company's needs? Establish programs, policies and procedures that balance the needs of the employee with the best interests of the company and in compliance with State and Federal Regulations.)

• INTERNAL INVESTIGATIONS (minimizing liability by addressing root problems that require investigations)
  
  
• TRAINING AND ASSESSMENTS FOR COMPANY NEEDS, REQUIREMENTS AND LEGAL COMPLIANCE (Employee Career Performance and Pre-employment Assessments; Sexual Harassment, Diversity & Sensitivity; Violence in the Workplace; Safety for OSHA Compliance; etc.)
  
  
• RECRUITMENT, SELECTION AND HIRING (Recruitment, Selection and Hiring, Executive Search, Placement of HR Professionals, Temporary and Temp-to-Hire Services. Demonstrate that your Company values your employees by having a proactive hiring program which creates a stable and dedicated workforce.)
  
  
• ANALYSIS, PROCUREMENT AND ADMINISTRATION OF BENEFITS (Do you have the right benefits program for your company and your workforce? Are benefits clearly communicated to your employees in a timely and accurate manner? Are your recruitment & retention rates low because of the benefits you are providing or not providing?)