Human Resources Management

Employee Manual

  • Based on business arena, and parameters for best handbook paradigm; review of orientation, hiring, and benefits packages available for inclusion in manual; requirements for compliance for legal notifications, etc.
  • Employee guidebook that meets liability issues and employment law compliance to safeguard the company against potential and known liabilities; includes all major sections from employment at will to safety and health; personalized with company logo, letters from executives to employees, up-to-date employment law posters, acknowledgement page, includes (program coded) Table of Contents and Index;
  • Annual review of current handbook / policy manual for legal and employment law updates, technology changes, or company policy changes
  • Completion/Proprietary Copyright:  A finished copy of the manual in a Word Document format for future editing and use by client, in copyrighted format; (any and all liability transfers 100% to client for employee guidebook and future employee concerns)

 

Record Keeping / Personnel Files / Documentation

Audit/Analysis

  • Determine if filing process and policies are legal, compliant, and safe
  • Determine if appropriate documentation is kept equitably and legally compliant

 

Policy Development / ISO Standards Analysis 

  • Employee standardized policies are reviewed or analyzed for development and creation
  • Documentation: Created with ISO certification in mind with appropriate documentation of date-stamping, authorized approvals and signatures; and numbered bullets and steps for processes

 

Recruitment / Selection Methods

  • Analyze: Review current and future recruiting and expansion needs; as well as internal employee KSAs and succession plans to provide recommendations
  • Develop: The recruiting tools and access to qualified candidates starting with the least costly methods, and working up to cost-efficient recruiting methods for the greatest ROI
  • Fulfill: Job openings with a full-life-cycle recruiting process which creates high-morale for new employees and empowers the client / company to feel confident in their choice from the qualified candidate pool

 

Compensation / Classification Programs

  • Develop:  Analyze current pay and salary programs to ensure compliant with wage-hour laws; develop a standardized and competitive program to classify employees and provide pay-bands parallel to the market demands for recruiting and retention.
  • Research: In competing for contracts, it is vital to understand the salary spread in the current employment market to competitively bid contract employees to the government client.
  • Job Descriptions: Written for general and specific jobs within the company and trade industry to ensure appropriate parameters for performance assessments and recruiting functions.

 

Legal Compliance

  • Audit / Analysis: Recruitment, Training & Development, Benefits and Compensation, Communications, Employee Relations, Recordkeeping, and Health/Safety/Security
  • Development / Performance Management: Criteria-based performance appraisals per job tasks and responsibilities, cross training (planning), and periodic performance feedback.

 

Human Resources Department Assessments (review of practices)

  • Compensation
  • Culture, Employee Relations, Work Environment, and Diversity and Inclusion
  • Employee Documentation
  • Employee Training & Development
  • I-9 Administration and E-verify
  • Performance Management
  • Personnel Files
  • Policies
  • Regulatory Requirements / Legal Compliance
  • Sourcing, screening, interviewing, selection, and new hire processes

 

Retention Programs

  • Compensation Guidance
  • Employee Opinion Surveys
  • Diversity and Inclusion Training

 

Transition

  • Outplacement, Layoffs
  • Disciplinary Actions and Terminations
  • Succession Planning Strategies

 

Pricing varies from business to business

Email or phone me for more information.
Start using me and save time and money on your HR costs!

 

get_started_now

I want to save you the expense of a full time HR manager!

 

Dawn Boyer is tireless, prolific, and dedicated to any project. She knows her subjects expertly. I would not hesitate to hire Dawn for any project in her vast realm of knowledge and areas of expertise; and have done so. I was impressed with my experience and would use her services again.

 

Here is more information on our services:

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Human Resources Management

Employee Manual

  • Based on business arena, and parameters for best handbook paradigm; review of orientation, hiring, and benefits packages available for inclusion in manual; requirements for compliance for legal notifications, etc.
  • Employee guidebook that meets liability issues and employment law compliance to safeguard the company against potential and known liabilities; includes all major sections from employment at will to safety and health; personalized with company logo, letters from executives to employees, up-to-date employment law posters, acknowledgement page, includes (program coded) Table of Contents and Index;
  • Annual review of current handbook / policy manual for legal and employment law updates, technology changes, or company policy changes
  • Completion/Proprietary Copyright:  A finished copy of the manual in a Word Document format for future editing and use by client, in copyrighted format; (any and all liability transfers 100% to client for employee guidebook and future employee concerns)

 

Record Keeping / Personnel Files / Documentation

Audit/Analysis

  • Determine if filing process and policies are legal, compliant, and safe
  • Determine if appropriate documentation is kept equitably and legally compliant

 

Policy Development / ISO Standards Analysis 

  • Employee standardized policies are reviewed or analyzed for development and creation
  • Documentation: Created with ISO certification in mind with appropriate documentation of date-stamping, authorized approvals and signatures; and numbered bullets and steps for processes

 

Recruitment / Selection Methods

  • Analyze: Review current and future recruiting and expansion needs; as well as internal employee KSAs and succession plans to provide recommendations
  • Develop: The recruiting tools and access to qualified candidates starting with the least costly methods, and working up to cost-efficient recruiting methods for the greatest ROI
  • Fulfill: Job openings with a full-life-cycle recruiting process which creates high-morale for new employees and empowers the client / company to feel confident in their choice from the qualified candidate pool

 

Compensation / Classification Programs

  • Develop:  Analyze current pay and salary programs to ensure compliant with wage-hour laws; develop a standardized and competitive program to classify employees and provide pay-bands parallel to the market demands for recruiting and retention.
  • Research: In competing for contracts, it is vital to understand the salary spread in the current employment market to competitively bid contract employees to the government client.
  • Job Descriptions: Written for general and specific jobs within the company and trade industry to ensure appropriate parameters for performance assessments and recruiting functions.

 

Legal Compliance

  • Audit / Analysis: Recruitment, Training & Development, Benefits and Compensation, Communications, Employee Relations, Recordkeeping, and Health/Safety/Security
  • Development / Performance Management: Criteria-based performance appraisals per job tasks and responsibilities, cross training (planning), and periodic performance feedback.

 

Human Resources Department Assessments (review of practices)

  • Compensation
  • Culture, Employee Relations, Work Environment, and Diversity and Inclusion
  • Employee Documentation
  • Employee Training & Development
  • I-9 Administration and E-verify
  • Performance Management
  • Personnel Files
  • Policies
  • Regulatory Requirements / Legal Compliance
  • Sourcing, screening, interviewing, selection, and new hire processes

 

Retention Programs

  • Compensation Guidance
  • Employee Opinion Surveys
  • Diversity and Inclusion Training

 

Transition

  • Outplacement, Layoffs
  • Disciplinary Actions and Terminations
  • Succession Planning Strategies

 

Pricing varies from business to business

Email or phone me for more information.
Start using me and save time and money on your HR costs!

 

get_started_now

I want to save you the expense of a full time HR manager!

 

Dawn Boyer is tireless, prolific, and dedicated to any project. She knows her subjects expertly. I would not hesitate to hire Dawn for any project in her vast realm of knowledge and areas of expertise; and have done so. I was impressed with my experience and would use her services again.

 

Here is more information on our services:

Be Sociable, Share!