Symptoms & Solutions

When our clients face HR challenges, we lean on our experienced team to appropriately resolve the issue and find ways to identify the root cause to prevent future problems.  We resolve issues as quickly as possible because HR problems rarely resolve themselves. And we do more than solve the immediate symptom, we advise our clients on how to improve the situation and avoid similar issues in the future.

The following lists some of the most common reasons clients come to us for help. Click on an issue to learn how we solve the problem and how you’ll benefit from our solution.  If you would like to learn more, please contact us.

Issue: I am dealing with a sensitive termination.

Solution

Our senior consultants will guide you through the process, advise you of legal and practical pitfalls, and help mitigate risk associated with this termination. We’ll also help draft the separation documentation and handle all separation and benefits-related issues.

Benefit

Termination issues are delicate and mistakes can be costly. We’ll help sort through the negotiations and address matters professionally and legally to help avoid future liability.

Issue: I am facing a lawsuit.

Solution

We’ll advise you on the merits of the case, help you select expert counsel or work closely with your legal counsel. We’ll also walk you through your options regarding employee investigations, assess the organizational implications, advise you on how to prevent similar suits in the future, and coach you on how to respond to any questions surrounding the lawsuit.

Benefit

After 35 years in business, we understand HR best practices and can help you navigate the legal landmines, which means you’ll face reduced legal fees. Further, we work with you to address the practical factors which lead up to the issue and help make adjustments and corrections to avoid future challenges.

Issue: I am facing a claim (for example, a claim from a government agency or a complaint from an employee).

Solution

We’ll assess the claim against you, formulate a plan to deal with that claim, and then execute the plan. We can also advise you on how to deal with any fallout from the claim, including how to communicate what’s happening to your employees and how to convey the steps you’re taking to deal with the situation.

Benefit

You benefit from our expert writing and messaging skills in crafting your response to a claim, which will help minimize the issue, rather than having it weigh on the whole company. You’ll gain a sense of security in knowing that you have a partner who understands the legal landscape and can ensure that you arrive at the best possible solution.

Issue: I have a senior management issue (for example, two of my senior managers aren’t getting along).

Solution

We’ll investigate the situation and come to a conclusion about the best path forward. Sometimes that involves interpersonal skill development to facilitate better relationships among your managers. Sometimes the path requires rearranging your management structure to create more productive teams. And sometimes the best course involves acknowledging that a certain individual needs to leave, in which case, we figure out how to allow that person a graceful exit while guiding the company back toward harmonious management.

Benefit

In our decades of providing HR and organizational consulting, we’ve dealt with thousands of management issues and we provide a seasoned perspective on how to best reach a resolution. We also provide an external perspective on the best way forward, which is valuable as these kinds of disputes can easily get emotional and messy. We deal with complex issues quickly and without the political challenges often found with an internal team.

Issue: I am concerned that I may not be compliant in all areas of HR.

Solution

Our core service is providing compliant HR solutions to small- and mid-sized companies. We’ll translate all the HR compliance “noise” into what you actually need, assemble and maintain your documentation. We can also help promote the philosophy that a good part of HR is really the job of the manager. Beyond compliant documents, we can train your managers around their HR responsibilities.

Benefit

HR employment liability is one of the top three risks that businesses face. The cost and management distraction of an employee leaving and filing a lawsuit is significant. This risk can be greatly mitigated with proper HR systems and training. Our 35 years of experience at what works can help you avoid the expense, poor morale fallout, and massive disruption of employment liability.

Issue: I’m overwhelmed by HR issues and can’t do my job as controller/CFO/CEO. I need help.

Solution

We can efficiently and effectively take over your company’s HR, payroll, and benefits functions. We’ll provide you with excellent reporting, manager and employee support, and share a process-driven approach to this key area.

Benefit

We’ll serve as a trusted partner onto whom you can offload your HR headaches. We’ll manage your entire HR function so you’ll be freed up to focus on higher value activities. We use our process-driven approach to leverage technology and training in the HR area. The result is that you’ll get an HR function that runs like a Swiss watch for less than you’d pay a full-time person. As you grow, our HR systems evolve with you to provide the support you need.

Issue: I can’t hire the talent I need to grow.

Solution

We’ll assess your organization for competitiveness in areas such as: compensation, offer and onboarding systems, employee culture, benefits, and employer branding. Once we’ve identified how you can adjust to make changes, we’ll work with you to formulate a plan to find the right people. We can also design a comprehensive talent management strategy that will allow you to retain valuable employees once you’ve hired them.

Benefit

We’ll identify the root problems that may be impacting talent and then we’ll formulate a plan to fix those problems. You’ll start to attract top talent and will retain your best employees.

Issue: Key people on my team keep leaving.

Solution

We’ll evaluate exit interviews, compensation and benefits offerings and analyze company culture to understand why your people are departing. We identify a plan to address the causal factors. Next, we can design a talent management strategy and develop a plan for expected attrition, target retention, and succession.

Benefit

You’ll start retaining your critical talent and understand why. You won’t have to waste time hiring to replace people who have left. We’ll also make sure that you have the right people in the right seats. Sometimes the team that got you through one phase of business development isn’t the right team for the next phase. We’ll help you plan for this reality so you’re well positioned for any successive phases of organizational growth and transformation.

Issue: I am struggling with employee engagement.

Solution

Employee engagement is composed of the attitudes and culture of the current work force, yet it can be measured through a well-designed employee engagement survey. An anonymous survey conducted by a third party can yield actionable results and is widely considered the best first step toward improving employee engagement.

Benefit

We’ll help you analyze the results and prioritize visible next steps to address employee concerns and start the process of rebuilding and sustaining engagement. Employees will see that their input matters and is translated into positive steps forward. Engaged employees are most productive, provide top service and attract their friends and top performers to the organization.

Issue: My performance management and incentives aren’t working for me.

Solution

We’ll review your compensation structure and understand your current system. We will examine your long-term goals and check for alignment to your incentives. We will analyze your systems through our lense of over 30 years’ experience watching teams and designing incentives and make recommendations to improve your plan.

Benefit

A well-crafted incentive compensation plan should align your people performance with your business strategy and make your employees feel respected, valued, and engaged. Management should be pleased to pay out bonuses and incentives under a well-designed plan because organizational objectives are being delivered by the team.

Issue: I don’t know if I’m building the right culture.

Solution

Your core values need to be lived by your team. People should know the behaviors that support the culture and those that work against it. Your values should be reflected in your hiring systems, performance reviews, and management practices. We’ll assess your team and your systems to make recommendations that are actionable.

Benefit

We’ll deliver customized HR solutions that reflect who you are as a business and culture you want to reinforce and develop. We’ll deliver customized HR solutions that reflect who you are as a business and develop a culture you want to reinforce and develop.

Bay Area Human Resources Services