HR Practice Overview

We will assist you in strategically integrating best practices for your HR processes, programs, and policies into your daily operations. Our role as your HR advisor is to ensure your human capital serves the best interest of your company. By creating and implementing a human resources model specific to your needs, we work to ensure your company is effectively utilizing its employees to achieve your stated goals. We pay particular attention to improving your Employee Life Cycle process (Workforce Management Planning, Employment Branding, Recruiting, Onboarding, Development, Engagement, and Performance Management).

We utilize a four-prong approach to solving your company’s employee challenges through an assessment process and corresponding recommendations to:

1. Optimize HR Function
2. Maximize Leadership & Supervision
3. Enhance Employee Engagement
4. Reduce Turnover & Improve Retention

Optimize the effectiveness of the HR function and its processes

  • Organizational design (structure, job descriptions, and employee handbook
  • Compensation plan design and market analysis
  • HR metrics
  • Recruiting and onboarding processes
  • Workplace investigation
  • Executive and manager level search work
  • Interim or Part-time Senior HR leader

Maximize the effectiveness of the leadership and supervisory team

  • Management/supervisory development programs such as:
    • “Effective Interviewing Skills”
    • “Hiring for Attitude”
    • “Manager as Coach”
    • “Managing Through Conversations”
  • Succession planning
  • Team evaluation and coaching
  • Executive coaching
  • Change management

Enhance employee engagement

  • Workforce culture assessment
  • Employee engagement survey
  • Recognition and reward program
  • Performance management (goal setting, metric development, evaluation, and career planning)
  • Soft skills training
  • Team building

Reduce your turnover cost and improve employee retention

    • Conduct in-depth analysis of turnover cost (by department, by length-of-service, etc.)
    • Identify key drivers
    • Recommend actions and steps to reduce turnover
A recent example of our process at work

A multi-site senior living organization recently requested an assessment of their recruiting process.  Interviews were held with all key management and HR employees.  A report was generated identifying a number of ideas to improve the effectiveness of the process.

The report also included a strong recommendation to address the real issue they were facing which was an extremely high turnover rate.  An in-depth analysis of their turnover was then conducted:

  • Determination of the cost of turnover (almost $2 million)
  • Identification of the real drivers of turnover (poor hires, pay, relationship with supervisors and fellow employees)
  • Analysis of how quickly employees were leaving (39% within first 90 days)

Steps were then taken to correct the high cost of their turnover:

  • Conducted effective interview skills and hiring for attitude training
  • Revamped their onboarding process
  • Provided Manager as Coach training
  • Administered Employee Engagement Survey and developed action plans

The organization has already seen signs of an improvement in the quality of their new hires, the 90-day turnover rate is beginning to decline, and there is a sense that the employee/supervisor relationship is improving.

For more information, contact:
Mark Lerman at (314) 603-0781 and