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| overview |
| compensation & benefits |
| employee opinion surveys |
| health & safety |
| hr services |
| leadership & development |
| quality management |
| risk management |
| training services |
| workforce staffing |
We provided "temp" Human Resources staffing and support to an entrepreneurial dot-com start-up in the Bay Area, as we have for many of our members in initial growth stages of their business. Our assignment was two-fold: establishing the human resources function, as well as hiring a full-time Human Resources Manager.
We immediately began the recruitment process by developing a job description for the HR Manager position, with input from the CEO and COO. As a result of these conversations, we determined that the position should have responsibility for both Human Resources and Administration. We advertised and posted the job, screened resumes, presented candidates to the CEO, and assisted with guidance on interviewing techniques and questions.
Once the above job search was underway, we turned to establishing an internal Human Resources structure. We organized personnel files, and created a "model" personnel file to guide future staff. We audited employment information, to ensure proper documentation on each employee. We developed an Employee Handbook for the company, as well as an Injury & Illness Prevention Plan and Safety Manual. We also established a Safety Committee process.
As a result of this project, the new Vice President of Human Resources and Administration was able to assume leadership for an operational Human Resources function, and could immediately focus on assisting the CEO with strategic growth initiatives.
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An international leader in the cosmetics distribution industry asked Employers Group to execute a two-fold project: conduct an HR assessment and, based on those findings, provide on-going “backroom” HR support. As this company began to grow, the need for the development of a stable HR infrastructure became apparent. Employers Group consultants first met with the Executive team to determine the strategic role they wanted HR to take after the analysis. Our next step was to take an in-depth look at the current infrastructure, identifying strengths, weaknesses, and strategies for improvement. An action plan was developed to address critical issues and map out future activities and functions that EG would perform.
Four years later, Employers Group continues to provide complete HR support for this company. Our support ranges from job description analysis to compensation evaluation to regulatory compliance. As a result of our support, the Executive team can remain focused on strategically growing their company’s sales and distribution network.
A growing sewer line construction company asked Employers Group to conduct an in-depth HR Infrastructure Audit as well as provide training and mentorship for an inexperienced HR Director. As this company began to experience rapid growth, they were concerned with compliance issues and best practice implementation. They requested EG’s assistance with auditing their current HR documentation and establishing guidelines for future procedures.
Employers Group consultants audited this company’s current documentation – revealing numerous inadvertent and non-compliant, practices. After establishing a base for compliance and best practices, we developed guidelines and policies for maintaining compliance with regulations. The second part of our engagement was to provide training and mentoring for our member’s new, inexperienced HR manager. Employers Group provided training in basic HR practices and principles, as well as advanced HR strategy to establish HR beyond an administrative function.
The end deliverable of this project was a fully-compliant HR infrastructure, complete with integrated best-practices, and a well-trained HR director who was not only able to run the administrative functions associated with HR, but also act as a strategic partner to the company. As the company continues to grow, they will be able to focus on the core of their business knowing that their HR department is fully-compliant and lead by a competent HR director.A premier supplier of architectural construction supplies, did not have a handbook or any written policies. Employees were not recording their time in and out – lunch breaks were taken whenever they wanted to. In the event of a lawsuit, this company would not have been able to provide any proof of meal breaks or overtime hours. This member realized the prevalent abuse of basic HR workplace standards and requested Employers Group’s help in developing and implementing a handbook and a code of conduct.
Employers Group worked with this member to identify all of the basic operational and non-compliant issues at hand – clocking in and out, lunch breaks, overtime, safety, at-will employment – all of the issues that arise when there is no handbook. EG was able to create a custom handbook that addressed all state and federally required policies, as well as best practices that Employers Group has been refining for the past 112 years.
The new handbook clearly outlined all policies and procedures for keeping time and taking breaks. The owner of this company said that he “now has control over an employee issue that was not under his control before.” Because of this, he no longer has to spend time squabbling about overtime hours or worrying about a wage-and-hour lawsuit. He also indicated he would be updating his handbook every 1-2 years to ensure this situation doesn't arise in the future.View other Case Studies
