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Services & Solutions

Is your controller trying to juggle financial reporting and creating a new employee handbook? Is your office manager  answering the phone while conducting new hire orientations? Is your bookkeeper administering COBRA? With HR related laws and policies tightening each year, it’s time to bring a true focus to human resources.

Total HR Outsourcing

How important is an experienced, credible, and knowledgeable Human Resources department in the modern business world? In today’s fast paced, unpredictable work environment where federal and state regulations demand compliance, HR must be a top priority for all businesses. 

HR Outsourcing can provide support to businesses of all sizes, facing any number of HR challenges. Whether your company is experiencing significant growth, is ready to relieve your office support team or accounting staff of HR duties, or just in need of compliant policies and procedures, outsourcing allows you to gain access to highly trained HR professionals that will provide the specific support you need.

What are the benefits of HR Outsourcing?

Cost Savings - Outsourced HR services can produce significant savings as employing a fulltime qualified HR professional can cost between $70-120,000 annually – not including the additional expense of benefits, taxes, workspace and training. 

Experience – Outsourcing provides access to knowledgeable consultants who have first-hand experience facilitating HR services across a variety of industries. HR professionals are the first to know about policy and regulation changes that affect workplace culture. 

Consistent Level of Service - Full documentation of all HR processes allows other consultants to step in and provide support when necessary. Companies don’t have to worry about any one individual holding the keys to their specific duties and responsibilities.

Flexibility and Full Customization – Companies can customize support services and onsite schedules that work best for them. Whether administering benefits, providing employee relations, coaching and counseling, or conducting interviews, HR outsourcing provides maximum flexibility.

With a full HR Outsourcing solution, The HR Team becomes your HR department. We provide ongoing support tailored to suit your business’ specific needs with dependable outsourcing services you can rely on. Clients are assigned a dedicated, seasoned HR professional to handle any and all of your HR needs including:

  • recruitment coordination
  • new employee orientation
  • benefits administration
  • performance management
  • employee relations
  • development of policies and procedures
  • recordkeeping
  • exit processing
  • compliance 

Not ready to fully outsource your HR responsibilities? We have a solution for you!

On-Call Outsourcing

We can help with a variety of human resources challenges, whether it’s reviewing or revising policies, creating job descriptions, performing reference checks, or advising on an employee relations issue. Perfect for smaller organizations, on-call outsourcing provides owners, office managers and controllers with instant access to experienced and knowledgeable HR professionals.

HR Audits

Human Resource issues have become more complex over the years, due in part to new and ever changing federal and state employment regulations. Even with compliant practices, organizations can suffer inefficiencies in operations by not utilizing best practices. HR professionals should periodically audit HR policies, procedures, practices, programs and systems.

Reduce Risk and Promote Compliance with the Law

An HR audit from The HR Team can help your organization stay compliant with the law and is part of an effective overall risk management strategy. The process can help identify issues before you face government intervention, a human rights claim or even a wrongful dismissal suit.  

Audit for HR Best Practices

Compliance aside, an effective HR audit is often considered a best practice in modern human resources management. However, best practices vary between industries and even among organizations and what works well for one may not work for another. Best practices need to be tailored to each organization, taking factors such as industry, company size, demographics, finances and competitive information into consideration.

Benchmarking

The results of an HR audit can be used as a benchmarking tool, helping organizations achieve best practices. Benchmarking the organization also helps to promote specific HR programs to senior management. In addition, where relevant programs are already in place, improved audit results from year to year can confirm program success.

HR Policies, Procedures & Employee Handbooks

As a business owner, you already know this key phrase: Put it in writing. It applies to your relationship with your employees, as well as your clients.

Much of employment-related litigation today can be traced back to flawed or non-existent written corporate policies and procedures. All companies — large or small — can manage risk through the design and implementation of sound policies and procedures.

Policies covering workplace issues like attendance, disciplinary action, employee safety, employee complaints, smoking and workplace civility, should be established and outlined clearly for all employees.

Here are the major benefits of setting good policies and procedures:

  • Promote organizational effectiveness
  • Establish fair and consistent employment practices
  • Establish legal compliance with federal and state laws
  • Create clear boundaries and company intent to all staff

Employee Handbooks 

A comprehensive employee handbook will lessen the potential of misunderstandings, keep employees informed, and mitigate the risk of litigation. Our experienced team of HR professionals will ensure that an employee handbook covers all the bases, including employment status, records, benefits, payroll, work conditions, hours, leaves of absence, conduct and disciplinary actions.

Employee Relations

We don’t need to tell you how important your employees are to the success of your business. But what you may not know is how easy it is for you to invest in your employees and receive higher returns in productivity and profitability as a result.

Businesses that make developing positive employee relations a priority generally experience lower turnover rates, increased productivity, and more potential to promote from within. Fresh, innovative communication strategies are required to build strong relationships between employees and their employer and create a corporate culture that fosters individual and organizational growth. Through the development, implementation, administration, and analysis of these relationships, employee performance becomes a major priority.

The HR Team provides a plethora of employee relations guidance including:

  • Ensuring all applicable federal, state, and local laws and regulations are being followed
  • Resolving workplace disputes
  • Ongoing career development
  • Internal communications strategy
  • Insight into employee relations issues
  • Manager and employee coaching
  • Climate surveys to determine effectiveness of current practices

Job Analysis and Job Descriptions

In order for there to be successful employee performance, it is critical to start with well-written job descriptions that accurately identify duties, scope of authority, skills, competencies, education, training, experience, and physical requirements which support the organization's needs. Job descriptions should be reviewed and updated on a regular basis to facilitate the development of appropriate job-related qualifications, interview questions, and selection criteria. In addition, all of this needs to comply with existing federal, state, and local laws.

A good job description starts with a complete analysis of the role. It is essential to define the position responsibilities prior to on-boarding in order to allow for effective performance management and employee career planning. The mandatory requirements such as education, licenses, and certifications, should also be clearly outlined in the description. A comprehension vision of each and every role aids recruitment and employee retention. 

Compensation and Benefits

Working with management to determine the best mix of compensation and benefits to attract and retain employees is one of our specialties. Here are some of the services we provide to give companies a competitive edge in hiring, and help motivate and retain the right people: 

  • Customized market compensation studies with recommendations for appropriate action
  • Research and recommend vendors for benefits products
  • Administer overall benefits/compensation program including marketing and orientation

Surveys and 360 Degree Feedback

Keeping the communication pathways open at both ends is important. Confidential, web-generated surveys and 360 Feedback are effective methods of finding out what employees are thinking about their jobs, management, and any other factors an organization may need to get out in the open. We begin with The HR Team survey template and customize it to the client, based on their goals and objectives of the survey. We also assist in creating internal communication strategies to increase employee participation. Employees always get advance information explaining the survey, its goals, confidentiality and how the results will be used. After the survey has been administered, the client receives a full report with an analysis of the strengths and weaknesses as well as recommendations for next steps. 

HRIS Consultation

Data entry and data tracking of payroll, management, and accounting functions within a business can get confusing and, yes, frustrating.

Many times, well-intentioned companies and their HR staff have not fully defined the processes they choose to automate and the roles and responsibilities of existing staff. Instead of finding a system that works within the companies' existing processes and needs, companies purchase systems that then require processes to be constructed around their Human Resource Information System (HRIS).

Golden rule of computerized systems: You use the system; don’t let the system use you.

Our experienced HRIS experts will help determine your system needs so that you select the right Human Resources Information System for you.

What can an HRIS solution provide?

  • Management of all employee information.
  • Reporting and analysis of employee information.
  • Storage of company-related documents such as employee handbooks, emergency evacuation procedures, and safety guidelines.
  • Benefits administration including enrollment, status changes, and personal information updating.
  • Payroll processing.
  • Complete integration with payroll and other company financial software and accounting systems.
  • Leave tracking and employee history.
  • Applicant and resume management.

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