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Overview
 All successful employers need both an offensive and a defensive strategy for human resources. An offensive HR strategy is built on the fact that talented employees (those who “get it’) are always in short supply and the good ones always have multiple choices for employment. Employers need a plan to attract, develop and keep these critical organization assets.
On the defensive side of HR, employment liability is one of the top risks facing most organizations. Claims and liability occur in the workplace with increasing frequency – and they do not happen only to those who are careless. An average of 450 employment lawsuits are filed in the U.S. every day, and 57% of companies have been named as defendants in at least one employment-related lawsuit in the past five years.
To build a winning team, employers need support with both offensive and defensive initiatives – our seasoned HR expertise can help. Even employers with an existing HR function, require senior advice when confronted by cross road decisions. Our senior human resources consultants have provided backup and support to HR professionals and executives of over 28 years.
- Business Strategy Development
- Leading Edge Measurements & HR Metrics
- Organization Effectiveness / Design
- Management Reporting
- Staffing Design
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- Change Management / Planning / Communications
- Employee Development And Career Management
- Employee Handbook / Policy Development
- Employee Relations Advice
- Base Compensation / Incentives Compensation
- Hiring Optimization / Talent Acquisition
- Workplace Investigations
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- Sexual Harassment
- EEO – Discrimination
- General Supervisor Training
- Custom
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- Labor Contract Negotiations
- Union Campaigns - Avoidance
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- Culture and Retention Assessments
- Benefits Program Design & Implementation
- Internal And External Surveys
- HR Practices And Policies Audits
- Management Climate Surveys
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