Each company’s needs are unique.
This why HR Solutions is different from our competitors. We offer personalized HR support.
This should be about what your goals are and what you need.
how Gina works…
Once you or a team member contacts Gina, she will set up a time for an one hour phone call, virtual meeting or in-person meeting – depends on the location of your business. She will ask you a lot of questions about the state of your current company. Where you have been and where you want to go. All information that you share will be kept in strict confidence. Gina works with several companies in the same industries and she will not reveal any information that could compromise your relationship or others. She will ask you to describe the challenges of your organization and you personally. She will also ask what is going well. She will ask you what you believe the possible solutions could be and what the ideal outcome would be.
She will answer any questions about the services that you have questions about. If both parties agree that it could be a potential fit, Gina will make a plan for a follow up call to talk about her assessment of how she or her partners could help. She will provide you with a couple of options for next steps. Typically clients sign a one year agreement with the option to renew annually. The contract options and the length depend on the level of expertise needed and type of work requested. The commitment is on both ends.
If she believes she is unable to help, she may make recommendations for other companies or consultants to be contacted. This will not happen without your prior consent.
If you choose to engage with Gina, listed below are some possible next steps. Do not worry if you do not have the documents, this may be the reason you need assistance. Plus, not all documents will need to be provided because it depends on your needs and what you need Gina to do. The list below is to give you an overview of possible places to start.
- A review of all your policies and procedures when it comes to HR/employment matters.
- HR Compliance Audit, including an on-site review, if feasible, to check for all required state and federally required documents (examples: posters, I-9 forms, benefit enrollment forms)
- Succession plan for all management and key contributor roles
- Review of employee files
- Copies of recent job offer letters, any recent termination documents, and job descriptions.
- Handbook review, if available
- Depending on the work requested, employee stay interviews to determine culture strengths and possible challenges.
- Attendance at a management meeting to make introductions and watch the interactions
- Introductions to key team members, especially management team members
- Strategic company plans for the future
- Company Mission, Vision, Values
- Updates on any employment concerns, especially any potential legal concerns with current or past employees
- Benefit documents such as Summary Plan Benefits Descriptions for all plans and any broker contact information for health and retirement benefits
- A recap of all employee benefits and any outstanding issues with providers
- A recap of all benefit costs and employee contributions
- Review of salaries and salary bands, if available
- You will want to reveal all possible business and/or management concerns to Gina so that she can assess risks and help you mitigate and limit liability immediately
- Any historical documentation on audits around employment (EEOC, ADA, FMLA, EEO)
- Performance management documentation, if any (Gina does not encourage the practice of Performance Reviews because studies show they provide no benefit overall to the organization, and they can be detrimental in employment termination situations. There are ways to document concerns, conversations and plans for improvement when there is an issue with an employee. Gina is very thorough in this area – she has helped many organizations win unemployment appeals because of the documentation process. If she is representing your HR, you can be assured the documentation will be solid and provide you the best scenario to win when it is warranted).
- Any recent restructuring or major change initiatives
Gina is described as:
- Efficient and effective with compliance by offering attainable tasks for staff to complete and continue into the future (checklists for hiring, separations, employee files)
- Communication specialist – translates management language into words that all employees can understand and relate with so they can participate.
- Down to earth and approachable for employees at every level – addresses employee concerns with ease and always follows up
- Focused on organizational development and specifically future needs
- Expert knowledge level of HR
- Instills and inspires trust in others
- Honest in her assessments and opinions, she thinks about the big picture and possible future implications for your business
- An ally to management and employees
- An approachable and helpful trainer to HR team members – She does not judge but instead works to create processes with team members that are sustainable and have a purpose that are understands
“Gina is my secret weapon”Manager promoted to Director of Supply Chain
“Gina is thorough and I understand what needs to be done without feeling incompetent. She removed the guesswork. I like my job a lot now.”
HR Coordinator promoted to HR Generalist
“Gina listened to my concerns and I feel better now. I understand things from a different perspective.”15 year Employee
“I worked an additional five years before retirement because work became fun again. Gina provided tools and facilitated a change in the culture.”Vice President of Operations promoted to Chief Operations Officer
“I cried through my first two meetings with Gina. Our culture was very toxic. Gina said things could change if we could let go of the past and do things differently. I am enjoying work again.”Senior Manager promoted to Department Head promoted to Assistant Vice President promoted to Vice President