Transforming HR for a Wholesale Beauty Industry Leader

Client Background:
A wholesale industry leader in the beauty market, specializing in high-end wigs. With a commitment to quality and innovation, the company sought to elevate its HR practices to support its expanding operations.

Employee Size: 55

Location: Vista, California

Challenges Faced:

1. Establishing HR Department: The company needed to establish a robust HR department from scratch to manage its employees.

2. Outdated Processes: Existing HR processes, including SOPs and employee handbook, were outdated and needed revamping.

3. Benefits and Compliance: The company's benefits package needed to be revamped, and compliance issues with the 401k plan had to be addressed.

4. HR Technology: The HRIS platform was outdated and inefficient, hindering recruitment, benefits tracking, and payroll processing.

5. Performance Management: A structured performance management system was needed to evaluate and improve employee performance.

6. Employee Wellness: Employee wellness programs were non-existent, impacting employee morale and productivity.

Our Approach:

1. Establishment of HR Department: Created a comprehensive HR department, including the development of SOPs and best practices.

2. Employee Handbook Revamp: Revamped the employee handbook to reflect current policies, procedures, and compliance standards.

3. Benefits Restructuring: Restructured the benefits package to align with industry standards and compliance requirements.

4. Workers' Compensation Training: Conducted training sessions to educate employees on workers' compensation procedures and protocols.

5. HRIS Platform Upgrade: Upgraded the HRIS platform to a more advanced technology, enabling smoother recruitment, benefits tracking, and payroll processing.

6. Performance Management System: Developed and implemented a performance management system to assess and improve employee performance.

7. 401k Compliance: Brought the company's 401k plan into compliance with regulatory standards.

8. Employee Wellness Program: Introduced an employee wellness program to promote health and well-being among employees.

Results Achieved:

1. Established HR Department: The new HR department streamlined HR processes and improved overall efficiency.

2. Enhanced Employee Handbook: The revamped employee handbook provided clarity and improved compliance.

3. Improved Benefits Package: The new benefits package helped attract and retain top talent.

4. Efficient HRIS Platform: The upgraded HRIS platform simplified recruitment, benefits tracking, and payroll processing.

5. Structured Performance Management: The new performance management system led to improved employee performance and engagement.

6. 401k Compliance: The company's 401k plan was brought into compliance, reducing legal risks.

7. Employee Wellness: The employee wellness program improved employee morale, health, and productivity.

Conclusion: Through strategic HR initiatives, the company successfully modernized its HR practices, enhanced compliance, and fostered a more engaged and productive workforce.

HR Transformation for an Alternative Legal Services Company Expanding into the US

Client Background: An alternative legal services company based in Mauritius, known for its innovative approach to legal support services. The company was expanding into the US, specifically in Colorado, and needed comprehensive HR support to establish its presence.

Employee Count: 2

Location: Denver, Colorado

Challenges Faced:

1. Expanding into the US: Needed to navigate the complexities of setting up operations in a new country.

2. Employee Transition: Two employees from the company they were doing business through were transitioning, requiring seamless integration and benefits continuity.

3. Benefits Package: The company wanted to maintain the same level of benefits for the transitioning employees while ensuring compliance with US regulations.

4. HR Policies and Procedures: The company needed new HR policies and procedures tailored to the US market.

5. 401k and Workers' Comp: Setting up a 401k plan and workers' compensation policies for the new location.

6. Ongoing HR Support: The company required ongoing HR and benefits support until it was fully settled in its new location.

Our Approach:

1. Benefits Package Review: Conducted a thorough review of the transitioning employees' benefits to create a comparable benefits package.

2. HR Policies and Procedures: Developed and implemented HR policies and procedures for compliance, recruitment, and employee management.

3. 401k Establishment: Established a 401k plan for employees, ensuring compliance with US regulations.

4. Workers' Comp Policies: Created workers' compensation policies to protect employees and the company in the event of workplace injuries.

5. Ongoing HR Support: Provided on-call HR and benefits support until they were fully settled in their new location.

Results Achieved:

1. Seamless Employee Transition: The two transitioning employees were integrated smoothly, maintaining their original hire dates for seniority purposes.

2. Comprehensive Benefits Package: Development of a competitive benefits package that matched the level of benefits the employees had in the larger company.

3. HR Compliance: The company's HR policies and procedures were tailored to the US market, ensuring compliance with local regulations.

4. Established 401k and Workers' Comp: A new 401k plan was put in place and workers' compensation policies to protect its employees and comply with US laws.

5. Ongoing Support: Continuous HR and benefits support, ensuring a smooth transition and settlement into their new location.

Conclusion: Through strategic HR planning and implementation, the company successfully expanded its operations into the US, setting up a strong foundation for growth and compliance in its new location.

Transforming HR for a Wholesale Industry Leader in Texas

Client Background:  A leading wholesale HVAC Filter company in the furnace heating and air conditioning filtration market based in Texas. With a focus on innovation and customer satisfaction, the company sought to elevate its HR practices to support its growth trajectory.

Employee Count: 16

Location: Celina, Texas

Challenges Faced:

1. Outdated HRIS Platform: The existing HRIS platform was inefficient and did not meet the company's evolving needs.

2. Limited Benefits Offering: The company lacked competitive benefits that could attract and retain top talent.

3. Outdated Policies: The employee handbook and job descriptions were outdated and did not reflect the company's growth strategy.

4. Performance Management: There was a need for a more structured and effective performance management system.

Our Approach:

1. Technology Consulting: Conducted a thorough assessment of the existing HRIS platform and recommended a PEO provider to enhance the platform and offer comprehensive benefits.

2. Employee Handbook Revamp: Collaborated with the HR team to revamp the employee handbook, ensuring alignment with the company's growth strategy and compliance with legal requirements.

3. Performance Management Enhancement: Developed and implemented a performance management system that included clear performance metrics and regular feedback sessions.

4. Job Description Redesign: Redesigned job descriptions to accurately reflect roles and responsibilities, aligning them with the company's growth goals and improving recruitment and performance evaluation processes.

Results Achieved:

1. Improved HRIS Platform: The new HRIS platform provided better automation, data management, and reporting capabilities, improving overall HR efficiency.

2. Enhanced Benefits Offering: The partnership with the PEO provider enabled the company to offer competitive benefits, helping attract and retain top talent.

3. Updated Policies: The revamped employee handbook and job descriptions provided clarity and alignment with the company's growth strategy, improving employee understanding and compliance.

4. Streamlined Performance Management: The new performance management system led to improved employee performance, engagement, and retention.

Conclusion: Through strategic technology consulting and HR initiatives, the company successfully modernized its HR practices, aligned them with its growth strategy, and created a more engaging and productive work environment.

Transforming HR for a National Provider of Social Care Solutions

Client Background: Based in Florida, a leading national provider of social care solutions for Medicare Advantage and Managed Medicaid health plans. With plans for rapid expansion, the company needed comprehensive HR support to manage its growth.

Employee Count: 20 - 300

Location: Sunrise, FL

Challenges Faced:

1. Rapid Expansion: The company needed to scale its team from 20 employees to over 300 to meet growing demands.

2. HR Department Establishment: The company lacked an HR department and needed to create policies, procedures, and compliance measures from scratch.

3. Benefits Revamp: Existing employee benefits needed to be revamped to attract and retain top talent.

4. Career Progression Program: A structured career progression program was needed to provide call center agents with a clear path for career growth.

5. COVID-19 Response: Challenges posed by the COVID-19 pandemic required the development of remote work policies and guidelines.

Our Approach:

1. HR Department Creation: Established the company's first HR department, including developing policies, procedures, and compliance measures.

2. Recruitment Process: Created a structured recruitment process to scale the team efficiently.

3. Benefits Revamp: Revamped employee benefits to align with industry standards and attract top talent.

4. Career Progression Program: Proposed the company's first-step progression/promotion program for call center agents, providing them with a clear path for career growth.

5. COVID-19 Response: Developed management and employee workplace guidelines, including best practices and policies related to remote work and schedule flexibility.

6. Health and Wellness Programs: Designed and oversaw health and wellness programs to promote employee well-being and satisfaction.

7. Retirement Plans and Rewards: Implemented retirement plans and other employee rewards to enhance employee satisfaction.

8. HR Analytics: Introduced HR analytics and reporting mechanisms for data-driven decision-making, tracking key metrics, and identifying trends.

Results Achieved:

1. Successful Expansion: The company scaled its team from 20 employees to over 300, meeting its expansion goals.

2. Established HR Department: The company had a fully functional department with policies, procedures, and compliance measures.

3. Improved Benefits: Revamped employee benefits helped attract and retain top talent.

4. Career Growth Opportunities: The career progression program provided call center agents with a clear path for career advancement.

5. COVID-19 Response: The company effectively responded to the challenges posed by the pandemic, ensuring employee safety and business continuity.

6. Employee Well-being: Health and wellness programs, retirement plans, and other rewards contributed to employee satisfaction and well-being.

7. Data-Driven Decision-Making: HR analytics enabled the company to track key metrics and make informed decisions to support its growth.

Conclusion: Through strategic HR initiatives, the company successfully managed its rapid expansion, established a strong HR foundation, and ensured employee satisfaction and well-being, positioning the company for continued growth and success.

HR Solutions for A Local Natural Herb Business in Florida 

Client Background:
A new business based in Florida specializing in selling natural herbs.

Employee Count: 2

Location: Online Business in FL

Challenges Faced: 

1. HR Setup: Establishing HR processes and procedures for a new business with no prior HR infrastructure.

2. Compliance: Ensuring compliance with Florida labor laws and regulations as the business grows.

Our Approach:

1. HR Infrastructure Development: Created HR processes and procedures tailored to the needs of a growing online business.

2. Compliance Assistance: Provided guidance on Florida labor laws and regulations, ensuring the business operates within legal boundaries as it expands.

3. Future Growth Planning: Developed HR strategies to support the business's growth plans, including recruitment and onboarding processes for future employees.

Results Achieved:

1. Established HR Foundation: Created a solid HR infrastructure that can support the business's growth and expansion.

2. Compliance Assurance: Ensured the business is compliant with Florida labor laws, reducing the risk of legal issues in the future.

3. Prepared for Growth: Developed HR strategies that will support the business as it grows and hires new employees.

Conclusion: Our HR solutions have successfully addressed the company's key challenges, providing a solid foundation for their future growth. By establishing tailored HR processes and ensuring compliance with Florida labor laws, we have enabled the business to operate efficiently and legally. Our strategies have not only addressed their immediate needs but have also prepared them for future expansion, including the recruitment and onboarding of new employees.