STRATEGIC ROADMAP
Compelling business purpose, vision, values, strategy, and objectives to guide practices, behavior, results and people resources.

COMPLIANCE & SAFETY
Legally compliant practices and a safe work environment.

• Keeping current on applicable federal and state laws.
• Implementing ideal practices to comply.
• Policies, procedures and practices that ensure compliance and reduce the risk of employee law suits or regulatory agency penalties.
• Leaders trained in compliance, documentation, safety and complaint response.

PEOPLE PLACEMENT
Staffing and planning systems that ensure the right person is in the right place when needed.

• Recruiting and selection techniques to find and select top quality talent.
• Orientation systems to get new employees up to speed quickly.
• Defined career tracks and succession planning.
• An employer brand and image that attracts others to the business.

SYSTEMIZATION
The use of best practices for all functions and positions performed consistently throughout the organization. 

• Organizational structure and workflow processes that support company strategy, drive efficient operations and effectively utilize people resources.
• Aligned human resource functions, tools, coaching and support to execute strategy, solve departmental challenges and support goal accomplishment.
• Established employment and operations policies and procedures guiding practices, behaviors and decisions. 
• System of continued improvement that better meets customer needs (speed, quality and service), and improves products and labor productivity.
• Clearly defined job descriptions, roles, responsibilities, duties and tasks performed by each employee.

PERFORMANCE & ACCOUNTABILITY
Clear performance expectations, a tracking system and feedback process for the company, work teams and individuals. 

• Performance assessment, feedback, coaching, goal setting, recognition and reinforcement techniques.  System of positive corrective action.
• Reward and recognition systems which reinforce desired behaviors and business outcomes.
• Competitive pay, benefits and reward systems that support strategy, drive desired results and behaviors while being perceived as fair and equitable. 

EFFECTIVE CULTURE
A positive and productive work environment where employees exhibit company values, execute company strategies and achieve objectives. 

• A cordial and friendly atmosphere where employees can work side by side in a respectful fashion with their peers to create an effective business mechanism. 
• Open, clear communication between individuals and departments. Positive resolution of conflict and differences of opinion.
• Employee involvement, teamwork, motivation, innovation, creativity and commitment. 
• Perceptions of fairness, job satisfaction and high employee morale.  Strong internal and external customer service.
• Diverse team members working together in a respectful fashion.

SKILL DEVELOPMENT
Highly skilled employees and leaders matching the needs of the organization with systems of continued learning and growth. 

• Clearly defined knowledge, skills and abilities necessary for each position. 
• Skill and training needs assessment methods.   
• Training systems, mentoring and on-the-job training implementation.  

HR FUNCTIONS
State of the art processes and techniques for the following HR functions:

• Recruiting, Selection, Hiring & New Employee Orientations
• Compensation, Rewards & Benefits
• Performance Management and Assessment
• Employee Relations
• Training & Development
• Safety Programs and Worker’s Compensation Claims
• Personnel Records, Documentation & File Management
• Leave Programs Management
• Grievances, Corrective Actions and Terminations
• Management Coaching on Employment Practices, Corrective Actions & Employee Issues.
• Competent, caring leaders who coach and guide individuals and teams towards desired results and behaviors.
• Training and development programs that meet organizational and people objectives.