Every Client Has a Personal - Primary HR Consultant

Your HR consultant (or consultants) provides a blend of “on-site” and “off-site” support as needed and mutually requested between the client and the consultant. We're not just advising - we do the work! The primary consultant will have access to their team POD, including Workforce Management, a team of experts and wide variety of expert resources including, but not limited to: Employment attorneys, safety/OSHA management, organization development, recruiters, payroll administrators, benefits, compensation, and other specialists, and appropriate tools and systems to successfully perform all the required duties for his/her clients.


We recommend a Fresh Start for every client



We generally recommend that we begin every new client engagement with a full scale professional HR audit and employment process review, focusing on legal compliance and functional proficiency. This is followed by an employee engagement survey to fully understand the pulse of your employees. We will identify areas of organizational, safety, and employment strengths and vulnerabilities. We will examine existing programs of core employment processes, legal employment and safety compliance, talent management and recruitment and organization design, training and development categories. This is the best program to help clients to determine project development priorities and we'll measure your people and business results.


Comprehensive consulting and tools to keep your workforce safe and complying with federal, state, and local laws that change frequently during this once in a life-time pandemic.


Perform, advise, or manage COVID workplace administration. We will work with the client in all aspects of COVID-19 workplace responsibilities. Including leaves of absence, employee communication, safe work environment, quarantine management, layoffs, furloughs, and more.



Fundamental basics to guide the employment process from hiring to active employment, to post-employment procedures and programs.


-Payroll Administration. We will work with the client and payroll providers to deliver on-time payroll, manage time off and systems challenges and timekeeping corrections and breaks. This transactional task will maintain federal and state compliance needs and most importantly relieve the client time robbing transactional duties. We will manage workers’ compensation incidents and claims.


-Employee Relations Management. We will provide on-site and off-site coaching and interpretation of policy, employment laws, and SOP as it relates to actual practices throughout the organization. We will communicate all relevant issues with client management and the Workforce management team for review and approval. General policy questions include: Employee performance issues and complaints, operating procedures, attendance, time off requests, leaves of absence, wage and hours, benefits and compensation, and investigations for behavior issues, such as sexual harassment or discrimination.


-Review and Update Pre-employment Administration. We will review and customize all tools as approved by the client to successfully and legally hire employees. This includes employment application and documents, legal brochures, posters, and payroll status change, we’ll also offer customized online HR systems.


-Review and Update New Hire Programs/OrientationWe will review and customize, as approved by the client, to provide new hire offer letters as approved, scheduling and conducting new hire paperwork, I-9, W4, benefits management, on-boarding and review of policies. Legally compliant job descriptions for every unique position. The consultant will be available to conduct all new hire process and on-boarding for each new hire.


-Background and Testing for New HiresWe will conduct legal and comprehensive background checks to discover the true history of your candidates and employees. Learn about criminal and driving records, use of illegal substances, and more. We will also administer validated competency testing to better project the future performance of your employees. 


-Post-Employment Assistance. We will work with our HR and legal experts to ensure that voluntary and involuntary terminations have minimal risks. We will coach and advise throughout the entire process. We will also manage all appropriate notices and legal requirements.


-Benefits and Compensation Administration. We will provide answers to questions and work with benefits brokers for all business and health insurance needs, along with customer service to employees, including open enrollment. 


-Custom HR Information System by Zoho. Implementation and management of advanced HRIS. Features include management of employee database, leaves of absence, time and attendance, shift schedules, employment files and documents (Employee Handbook, SOP), performance appraisal management, expenses and employee self-service, and mobile access (additional costs will apply).


-Recruit Frontline Employees. Based on allotted positions and approved job descriptions, Workforce will recruit, screen, coordinate interviews (and coach hiring managers), conduct background screening and hire all non-exempt personnel. The client makes all final hiring decisions.


-Special Projects. The client may assign the HR consultant special projects in support of company and HR matters. The HR consultant will communicate with relevant client and Workforce personnel to perform such duties as assigned.


-Unplanned Workplace Related Issues. We expect that some unplanned non-routine issues will arise. Our consultant will be expected to review them with the client and Workforce management and legal team before taking any action. 




Programs, coaching, and hands-on support to minimize the company’s legal exposures from employment lawsuits, regulatory penalties, and safety incidents.


-Review and Update Compliance Programs. We will review existing compliance programs, such as the Employment Policy Handbook, Safety IIPP, Workers Compensation Loss Runs, and Standard Operating Procedures. We will (re)develop programs to align with the client’s business goals and culture. Compliance programs will be developed, approved by client, implemented, and trained.


-Employment HandbookWe will review the existing handbook or develop a brand new handbook. It'll include employment, safety, and operational policies, as well as support legal and functional operations. It should be updated annually.


-Injury Illness Prevention Program. As required by Cal-OSHA to document all safety processes to prevent, minimize, and respond to employee accidents, training, and reporting.


-Coaching and Discipline Programs. Develop written guidelines for managers and supervisors. Coaching for routine situations. Discipline for policy and performance violations, up to and including termination.


-Employee Investigations. For major employment violations, such as sexual or other unlawful harassment. We will conduct interviews, documentation, and appropriate actions to protect you from legal exposures and the well-being of victims.


-Workforce Violence. Documented program for prevention and response to incidents and emergency. It will include employee and supervisor training.


-Active HR Compliance & Management. We will provide telephone and on-site coaching and interpretation of policy and SOP as it relates to actual practices throughout the organization. We will communicate all relevant issues with client management and the Workforce management team for review and approval. General policy questions include: Employee performance issues and complaints, operating procedures, attendance, time off requests, leaves of absence, wage and hours, benefits and compensation.


-Employee Hotline. 24/7 live operator with cross connect to an expert Workforce consultant any day, anytime. Employee calls may be questions about policy or benefits or confidential reports of harmful behavior, theft, harassment, safety, or other violations.


-Safety and OSHA. We will develop and maintain safety and workers' compensation policies and practices, including training, safety meetings, accident investigations, management of OSHA and attorney inquires, and visits and consultation as authorized by client management.


-High Risk Employee Issues. This includes investigations, suspensions, leaves of absence, workers' compensation incidents, regulatory and legal demand challenges as requested and authorized by client management.



Active support and outsourced services for full-service recruitment and hiring of essential positions, along with candidate assessment and new hire development.


-Professional, Technical and Executive Recruitment. Full-service, full-cycle professional search led by our recruitment team.  It includes process coordination, multiple channels of candidates sourcing, interviewing, and hiring support and placement.


-Background Investigations. Know who you are hiring! We have access to conduct as comprehensive background checks as the client prefers, including criminal, driving, Social Security, education, drug testing, and more. (some additional costs apply)


Skills Testing. Can your candidates walk the talk? Some candidates have the brilliant gift of conversation and will provide a great interview. Unfortunately, some of the best talkers are the worst employees. Let’s assess their skills and work habits to increase your chances of successful hires. (some additional costs apply)


-Roles and Responsibilities (Professional Job Descriptions). We’ll create job descriptions to identify critical roles and responsibilities to impact your business, not just a few bullet points. Job descriptions will also provide legal protections needed regarding FLSA classifications and ADA requirements.


-Supervisor/Leadership and Employee Training. We will develop “custom” learning modules and methodologies based on company needs and requests. We will deliver interactive on-site training and coaching, supplemented by webinar sand multiple delivery methods as needed and authorized by client management. Examples of modules include: Effective Communication, Coaching and Discipline, Interviewing Skills, Sexual and Unlawful Harassment, Team Development, Workplace Violence, Safety Training ,and more.


-Frontline Employee Training. The best organizations broaden training to all employees, not only supervisors. We have a range of modules to customize learning that improves productivity and behaviors for your unique work environment. 


-Performance Appraisal. We will coordinate the performance review process, including distribution and tracking. We'll process all administrative aspects of the performance appraisal process and time via systems. We recommend reviews at 30 days, 90 days, and annually.


-Legal Terminations. California is the one state in the U.S. where one mistake in terminating an employee can cost you six figures in damages just to settle. We’ll review every termination to ensure that it is done correctly to minimize your legal exposures while doing the right thing for your employees and your business. 



The best business leaders understand how HR will drive your business past your competitors. Organization Development and Business Operations services with measurable accountability for our work and your success.



-Management Coaching. Professional coaching for management and executives for individual development, problem solving, and skill development.   


-Supervisor Development. Interactive supervisor training and coaching. Individualized plans for real-world, on-the-job challenges. Included are frontline employee coaching, progressive discipline, legal compliance, employee investigations, communication skills, HR compliance, and more.


-Wage and Rewards System. We will develop a formal Wage and Rewards program based on the job description, marketing, and competitive demands. This will provide consistency and fairness and avoid perceived bias within the workforce. We'll look at strategic wage and rewards to protect the “Best in Class” employees.


-Planning and Strategy. HR planning and strategy and related business issues may be supported by Workforce principal partners and related team members as authorized by client management.


-Legal Challenges by Licensed Attorney. We will provide attorney support through our HR consultants for all matters of employment, up through regulatory agencies, as authorized by client management. Should the need arise for an attorney/client privileged engagement, Workforce will surrender all applicable aspects of the engagement to our licensed attorney, up to actual litigation.


-Organization Design. Understanding business flow and communications. Organization structure redesign, reporting process, communications, and accountability. 


-Change Management.  Effective messaging and actions for change strategies and tactical practices in the organization.


-Employee, Customer and Exit SurveysOne of the most effective ways to fully understand the pulse engagement of your active employees, your customers, and departing superstar employees. As a third party, we safely provide the survey in the most confidential manner and gather the most important “trends of information,” such as service levels vs. expectations, customer service ratings and recommendations, false workers comp claims, unreported violence and harassment in the workplace, effectiveness of supervisors, care and support by senior management, benefits, rewards, and company brand reputation.  

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