Have you found yourself in an HR position with more responsibilities and higher expectations? Oh, the pressure! There are so many labor laws, policies and standards to adhere by just to protect the business and stay compliant. Then there are the employees, each with a unique set of circumstances and needs. How does one best manage the HR function?
The answer is in your Resources.
These days, resources are everywhere. But, it’s important for HR Managers to have reliable resources that are experienced, reputable and provide procedural information that is in accordance with employment laws. These types of resources are a necessary component of any effective HR manager.
HRinDemand offers this type of guidance to HR professionals. We address common and not-so-common workplace challenges and legal compliance issues. HR professionals rely on us to help with:
- Guidance on how to comply with major laws–including EEO, ADA and FMLA
- Building employee handbooks
- Job descriptions
- Pay analysis and data
- Remove disability
- Leave time entitlements
We are there for you no matter the need and no matter where you are on the issue. Some professionals come to us because they don’t know where to start. Some come to us because they hit a roadblock and they aren’t sure how to proceed and some merely come to us to check their work and validate their information.
Better Manage Your HR Function
If you haven’t faced tough issues yet, it’s only a matter of time before you do. Better manage your HR function by having an experienced HR firm on your call list. HR issues can become complex very quickly. For example, what happens when an employee comes to you, complaining that a manager hasn’t helped them when they asked about FMLA?
As the HR Manager, it’s up to you to figure out how to comply with the requirements while ensuring the employee’s rights are protected. Take it one step further, what happens when this is an employee who already has ongoing attendance issues?
This one example is complex because there are many considerations. Employers must follow the Department of Labor laws, the disability laws (where there isn’t a lot of guidance) and the issue of privacy of the employee and the manager.
When you find yourself in one of these sticky HR situations, tap your trusted resource and call HRinDemand.
HRinDemand Case Study
One of our HRinDemand clients faces these type of dilemmas, listed above, every week. Each issue is unique and complex. We provide guidance based on our experience. While the client has some experience, we have over 15 years on her. She is open to the recommendations and has expressed her appreciation. She has stated more than once that she feels in over her head. We have built a trustful and sound relationship with her because we have open communication.
At HRinDemand, we know that we all in over our head at one time or another. Sometimes, we have the answers right away, but in the instances where we don’t, we tap our resources which have been built over all of our decades working in HR. Her boss appreciates the guidance she gets from us. And they have happy employees who trust in their HR Manager for guidance. She and her boss definitely appreciate that the company stays out of trouble.
If you could ask for guidance on any sticky HR issue, what would it be?
We encourage you to give us a call and ask your question.
Melissa Marsh, MA, SPHR, SHRM-SCP is the founder of HRinDemand. She is a Human Resources Consultant that shares her expertise with Reno-based companies looking to outsource their human resource needs or act as a trusted resource to internal HR Managers. As a result, the HRinDemand team ensures businesses are safe and compliant. With over 15 years of experience, she can be trusted to lead business owners effectively through all their HR-related needs. Contact Melissa Marsh at HRinDemand