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We use to say that HR has to be more business savvy. . .

     Business should be more people savvy.       Jo Dodd

HR BUSINESS

ADVISOR

HR Business Advisor is a solution for growing small and medium-sized companies that have their basic HR practices down pat (e.g., payroll, compliance) and want to tap into an experienced talent expert to receive guidance and tactics for accelerating the growth of their people and organization to the next level.

 

Have you been wanting to turn the corner in

Is it time to turn the corner?  Does your organization fall into a gap Is your organization turning a corner where Needs (use checklist items from first consulting meeting)

Retain for process below.  More in-depth actions require separate engagement.  Ongoing monthly advisor.  Move to the next level.  Can either implement yourself, or use me in a separate engagement.

No engaged employees

Performance challenges

Unengaged

Not ideal hires

No feedback

No commitment

My Role/Service Provided GRAPHIC HERE?

How It Works

Understand the business and its people (history, vision, goals, practices, culture).  Listen for what’s working and what’s not.

Identify the key gaps between where the business wants to be and its current reality.

Recommend improvements in objectives, processes, practices and leadership that are practical and achieve long-term impact (e.g., hiring, turnover, engagement, customer satisfaction, succession, performance management, collaboration, organization structure, processes, etc.)

Ensure solutions align the people strategy, structure and culture with vision, processes and customer.

Get agreement on actions and keep leaders focused on these priorities.

Provide an “outsiders” perspective, and adapt to rapid and changing work environments.

Coach on “just in time” issues (e.g., performance challenges) and provide tools to expand executives’ skill sets in growing their talent and leadership

LISTEN

Understand the business and its people (history, vision, goals, practices, culture).  Listen for what’s working and what’s not.

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IDENTIFY GAPS

Identify the gaps between where the business wants to be and its current reality (e.g., hiring, turnover, engagement, customer satisfaction, succession, performance management, collaboration, trust)

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CREATE PLAN

Use our expertise and experience to define improvements to address gaps in objectives, processes, practices and leadership that are practical and achieve long-term impact.

Ensure solutions align the people strategy, processes and culture with the vision and customer.

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IMPLEMENT

Meet monthly to assess progress, update plan, address new issues and keep leader focused on their priorities.

 

Available to advise leader on “just in time” issues (e.g., performance challenges) by phone or email.

 

Provide useful tools for plan implementation.

 

Coach leader on growing their talent and leadership skills.

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