Identify and fill existing gaps to turn the HR function into a competitive advantage. Evaluate and recommend practices that support current initiatives and enhance employee commitment. Collaborate with leadership on strategic planning. Establish relevant HR metrics and reporting. Create and maintain employee handbook. Conduct HR compliance review of policies, practices, and operations. Creation or revision of policies to meet business demands and local, state, and federal HR compliance.

Develop selection strategy, and design processes aimed at attracting and assessing the right talent. Create screening protocols and training existing managers on interviewing techniques. Recruit new employees - interview, reference, background check, and offer letter. Develop job descriptions and assess wage and hour classifications. Implement employee engagement strategies.

Review and enhancing existing performance management programs. Onboarding and orientation program development. Performance evaluation program development.

Compensation Analysis: Conducting market analysis to ensure competitive compensation structures. Benefits Administration: Review of current plan offerings and development of total rewards package. Assist in broker communication and ensuring adherence to compensation and benefit regulations.

Serve as HR contact for employees. Consult with managers on employee relation issues. Conduct employee investigations. Partner in the development of an employee relations framework and expectations. Assist in conflict mediation and conflict resolution support.

Providing our robust program, Dynamic Insights. The program focuses on mindset transformation and engages leaders on cognitive and behavioral levels. The content is designed on the premise that the program creates leaders and is aimed at providing a first-person, individualized experience.

The EQ-i 2.0 measures the interaction between a person and the environment he/she operates in. Assessing and evaluating an individual’s emotional intelligence can help establish the need for targeted development programs and measures. This, in turn, can lead to dramatic increases in the person’s performance, interaction with others, and leadership potential. The development potentials the EQ-i 2.0 identifies, along with the targeted strategies it provides, make it a highly effective employee development tool.

Using the EQ-i 2.0 as a foundation. The program focuses leadership development by leveraging and increasing emotional intelligence.