Get Started

"It is easier to get into something than to get out of it."
Rumsfeld's Rule

We know business owners are great at running their business, and for the most part business is driven by external factors, getting customers, market share, etc. Expertise in product development, logistics, finance, marketing, selling, customer service are all critical success factors that CEO's and senior executives spend their time focused on. The pointy end of the business - some would say.

The other end of the business is the people who contribute to the success in all these areas. Our business expertise is PEOPLE. We know when CEO's need to hire, who they need to hire and who they don't need to hire. We define a talent strategy that will allow business to grow and reduce the need to lay off people, because we know this is the least liked situation any CEO wants to be in.

Talent Strategy

We evaluate your current talent strategy objectives and align this with current workforce compensation data and loading costs (employee costs not usually considered) to establish a financial template for your talent needs over the next 18 month period. We provide a working document that contains the plan of who to hire, when to hire, who not to hire and how each will be funded.

• We identify outsourcing options, key person insurance considerations, as well as succession planning (this is not just for the big guys).
• We identify the personality of your company so you find people who are compatible with your company and create happy employees for the long haul - not just the first three months.

Assessing the risk associated with employees is more critical in the current economic climate than it has ever been before. Businesses can little afford to leave themselves open to the financial ramifications that litigation or IRS audits will incur. Whether it results in litigation or simply a settlement with an employee, the cost is never as simple as the dollar value on the check. The unseen costs in time to investigate, mitigate and resurrect the reputation of the business are hard to measure, but are real never the less.

THE HR COMPLIANCE AUDIT

Through a comprehensive audit, the areas of potential liability are recognized and a blueprint for mitigation developed. Working with you in your business, together we reduce the opportunities that are counter-productive to growth.

MITIGATION BLUEPRINT

By definition (dictionary.com), mitigation aims to lessen in force or intensity, as wrath, grief, harshness, or pain; moderate. The mitigation blueprint covers the legal compliance of recruitment, health, safety & security, recordkeeping, employee relations, benefits & compensation. In addition, it outlines key strategic elements that provide cost-savings options for business.

Along with mitigating the risk of litigation, a key success factor to business is to engage in a business continuity plan that includes a disaster recovery plan that focuses on both the technology that drives the business and the people that drive the technology.

Please contact me, I am about to develop my talent strategy and would like more informaiton.