Mission. Vision. Culture.
Managing employees is complex but it doesn’t have to be hard. Whether you’re just starting out and need help putting systems into place or you’re a veteran people manager who needs wants to streamline, improve, or update the systems you have, we’ve got you covered. A well-designed HR infrastructure should be easy to use and maintain at all points in the employee lifecycle.
Let us help you with:
- HR Infrastructure
- Job Descriptions (Recruitment)
- Wage and Compensation
- Personnel Files
- Legal Required Postings
- Safety Programs
- Emergency Response Plans
- Worker’s Compensation & Accident Response
- Handbooks and Policies
- Employee Communication
- Employee Surveys and Feedback
- Management Training
- Team Building
- Separations and Terminations
- Conflict Resolution
- Leaves Management
- Employee Development Programs
- Performance Evaluation Methods
- Recognition Programs (Loyalty and Engagement)
- Strategic Planning
- Gap Analysis*
Tier 1 HR On-Demand
This service works well for clients with fewer employees, or not as much day-to-day need for HR, or maybe you’re not sure if/when you will need HR Support. This is for the company that wants an HR professional available when the occasional employee relations issue, difficult employee question arises, or when a new policy or HR procedure is needed. This is a great place for dipping your toes into HR support and knowing someone is there to respond when needed.
Tier 2 HR Strategic Guidance
This is ideal for clients who have an HR coordinator, office administrator, or owner/operator who wears an HR “hat.” Clients often want support with HR strategy or specific projects that build the infrastructure, either while they grow their operation and team, or to navigate the ever-changing legal and compliance requirements that come with having employees.
Tier 3 Outsourced HR Department
This is the ideal option for clients who don’t have a current HR department and need to either replace or institute one. It also works well for our clients who have a need for lots of HR projects, putting HR infrastructure in place, maintaining employee benefits/leaves administration, conducting regular onboarding for new employees, and who anticipate lots of employee and manager HR questions. It isn’t uncommon for HR Annie to be in this ongoing HR Department for many years, or to maintain this role while a company is growing and until hiring an HR Manager/team or Director role is necessary.