Human Resources Professional Support
Our professional, confidential, HR consultants can save your organization time and money.
Executive HR On-Call Advisory Retainer Packages
Power HR provides your management team the confidence of knowing your human resources is managed by a Certified Human Resources Professional. Many small businesses and associations do not require a full-time human resources employee, and can more cost-effectively outsource their human resources. Power HR can tap into its network of HR specialists answer your team's questions on recruitment, compensation benchmarks, conflict resolution, employment labour standards, human rights, occupational health and safety, health benefits, HR policy, or terminations. We can answer your employees HR questions, reduce your legal risk and to optimize the employee experience.
Many organizations find that our HR On-Call Advisory Service provides a higher quality, more specialized support than providing HR responsibility to their Office Manger. We are specialists in human resources, and stay current on evolving labour laws and best practices. Our Executive HR Advisory / Retainer Packages save our clients the cost of a full-time human resources employee including spend on vacation pay, holidays, benefits, EI/CPP, etc.
Power HR starts by performing an HR assessment to understand your organization, your people, and your HR priorities and gaps. We then design an HR plan that fits the size of your organization and your budget.
Some clients engage us to build their employees HR capability in-house through coaching and advisory services. We can provide direction and advisory support to more junior administrative staff, as well as answer questions of your most senior team. You will gain access to highly qualified HR support.
HR Compliance & Risk Management
Human Resources policies are important as they are an extension of the terms and conditions of employment that the employer has with an employee. Power HR can work with your organization to review or create an HR policy manual that is compliant with labour standards for the jurisdiction(s) that you operate.
HR Policy Manual
When an employer fails to comply with labour standards, human rights legislation, or other employment regulations, this can result in financial penalties and the erosion of your brand in the market. Many organizations have found themselves in the newspaper because of an employee lawsuit or non-compliant HR practices. Common areas of concern are compliance with overtime pay, code of conduct, conflict of interests, vacation pay, and employee privacy requirements. Better to get your ducks in a row to ensure your HR policies are up-to-date with evolving employment legislation than find your business in tomorrow's headlines of what not to do for human resources practices.
Clearly documented job descriptions lower risk as they communicate to employees what their role and responsibilities involve. This increases productivity and is a foundational element for performance management. Many organizations under estimate the importance of having this documentation up-to-date for the purpose of recruitment, employee performance management, and even for resale of their business.
Employees need a process to have regular check-ins with their managers to discuss progress made towards accomplishing their goals. Performance feedback is a key lever of employee engagement. In addition, if you have an employee who is not performing, it is essential to have detailed performance documentation in their employee file if a termination results due to poor performance.
When a termination meeting is led without any human resources involvement, this can be a huge exposure for an organization. The wrong things may be inadvertently said or not done, and it can result in costly legal settlements. Better to plan out a respectful termination and have human resources lead the process. We have conducted hundreds of termination meetings and know whether to terminate for cause or without cause, and how to put together a termination letter, and how to calculate the correct amount of severance pay to lower an organizations risk.
We have conducted compensation benchmark reviews for many organizations. This can be done for Board of Directors to renegotiate contracts with their Executive Director to collect comparator datapoints. Power HR can also design a compensation process to review pay equity within an organization, create pay scales, analyze if certain positions are paid based on market rates, or above or below. This is an invaluable service to increase employee engagement, and manage employee costs.
Tackle Conflict Head On through Proven Conflict Resolution Practices
Conflicts in the workplace happen on a daily basis. If not dealt with properly, conflicts fester and escalate to bullying, abuse, and sometimes harassment and discrimination. Many employees, including supervisors, are unequipped with how to respond to and resolve conflicts that occur. Power HR can be engaged to act as a mediator to resolve employee conflicts or to conduct an external investigation.
Power HR's Conflict Resolution Training provides strategies for effective conflict resolution and knowing what types of situations best fit each strategy. We cover the types of difficult people and how to deal with each type to reduce workplace stress and conflicts. This training also covers communication barriers that often result in conflicts; and the dos and don’ts of conflict resolution, as well as a six-step conflict resolution process for facilitating conflict resolution as a third party.
"Susan was hired on for her HR-On-Call service as a HR Consultant for NARL Marketing LP (North Atlantic Refinery Limited) and provided high quality and informative work in the areas of compensation, policy review, and job description development. Most recently, Susan held a seminar for our Management team entitled "How to Increase Workplace Productivity". This seminar was very well received by our management team, and highlighted Susan's strengths as a presenter and knowledgeable HR Professional."
- Dave Escott, HR Manager (2016) NARL -
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