Managing an HR Department of One. Verla J. Calhoun-Kelley, SHRM-CP, PHR AND Anthony Austin

Transcription

1 Managing an HR Department of One Verla J. Calhoun-Kelley, SHRM-CP, PHR AND Anthony Austin

2 Program Description Have you ever wondered how other HR Professionals get the job done? You know, those who don t have help on a day-to-day basis? Are there resources available to you that will save you time and money? We have both been there and done that! The information gained in this presentation will assist you in improving your role as the only HR professional in your workplace.

3 Learning Objectives To be more prepared for the demands of your job and make a positive impression on others in the organization. What is needed to contribute to the success of the organization. How to organize the job of HR into manageable segments such as: Recruiting and On-Boarding Compensation and Benefits Engagement and Retention Compliance Training Everything Else

4 HR Department of One -VS- HR function One - VS - HR Function Task Oriented Strategic Administrative Managerial Hiring/Firing Compliance Local Global Status Quo Change Mgmt. Internal Outsourcings

5 Characteristics of one person HR Department Usually employees No formal HR history either good or bad Lots of administrative issues not being tended to Organization growing at rapid rate

6 What the CEO wants from HR Business and financial discipline. Someone who understands the business. Preservation of key cultural traits. HR metrics. Some advice and guidance. Actionable HR plan that doesn t cost much.

7 Where Do I Start Start with some basic questions? What has changed to create the need for HR? What are the expectations of HR? Is there a raging fire in some area of HR that need to be extinguished?

8 Where Do I Start? For the Department of One There are six Buckets of HR Training Retention Comp & Benefits Compliance Recruiting & Onboarding EVERYTHING ELSE!!

9 Recruitment & Onboarding Recruitment and Onboarding begins with knowing and understanding the staffing needs of the Organization.

10 Recruitment & Onboarding Cost Efficient Recruitment

11 Recruitment & Onboarding

12 Recruitment & Onboarding Importance of Onboarding New Employees feel welcome and comfortable in their new surroundings. You only have one chance to make a good impression. Immerse new hires in the culture from day one. Your new hire is on a high! This is a great time to build emotion and commitment. Send the message that you are expecting nothing less but the best! REDUCE TURNOVER!!!

13 Compensation & Benefits Main influencers: Employee compensation and benefits main influencers can be divided into two: internal (company) and external influencers. The most important internal influencers are the business objectives, labor unions, internal equity (the idea of compensating employees in similar jobs and similar performance in a similar way), organizational culture and organizational structure. The most important external influencers are the state of the economy, inflation, unemployment rate, market, labor law, tax law, and the relevant industry habits and trends.

14 Compensation & Benefits

15 Compliance

16 Compliance Know the Terms DOL Department Of Labor FMLA Family Medical Leave Act OSHA Occupational Safety & Health Association EEOC Equal Employment Occupational Commission OFCCP Office of Federal Contract Compliance & Programs ACA Affordable Care Act WHD Wage and Hour Division NLRB National Labor Relations Board O*Net Occupational Information Network

17 Compliance Helpful Websites DOL - FMLA - OSHA - EEOC - OFCCP - ACA - WHD - NLRB - O*Net -

18 Training Several Types to Consider Online, Classroom & On-the-Job

19 Retention It s Simple More importantly it s FREE! 1. Clearly define responsibilities 2. Properly train supervisors, administrators and managers 3. Map out career plans 4. Ask for employee feedback 5. Provide fair and competitive salaries 6. Have an effective orientation/onboarding program 7. Communicate, Communicate, COMMUNICATE! 8. Create learning opportunities 9. Don t forget the benefits 10. MAKE SURE EMPLOYEES KNOW THAT THEY ARE VALUED!

20 EVERYTHING ELSE! Other Duties As assigned. 1. Volunteer Activity Arrangements 2. Lunch and Learn 3. Holiday Parties 4. Birthday Celebrations 5. Coffee Maker 6. Dishwasher 7. Fashion Police 8. Bathroom Stall Artist 9. Company Nurse 10. Housekeeping Services 11. Office Criers 12. Security 13. Interrogator

21 How Can I Meet the Needs of the Company? Biggest fire or burning platform Understand the business HR Audit Create very basic metrics Develop relationships with leaders and managers Determine what resources you need- leverage technology and resources

22 HR Audit Personal files Compensation practices Benefit plans- understand cost and needs Compliance Policies and procedures most needed

23 How Can I Contribute to Bigger Picture? Learn the business from top to bottom. Build every HR processor system with the future in mind. Flawless execution of administrative processes so you can engage in strategic work. Build self-sufficiency into the management team from the beginning- teach them to fish. Use your network to solve problems-don t re-invent.

24 Don t Forget to Build Networks!

25 Survival of the Fittest

26 Survival of the Fittest Manage Your Time ASK FOR HELP! Don t be shy Share your experiences with others Adopt Life Long Learning value Try not get stressed out Remember You are not alone You are not the first to go through this THERE IS NO CRYING IN HR!

27 Thank YOU!

28 Contact Us! Verla J. Calhoun-Kelley, SHRM-CP, PHR Anthony Austin