HR Operations
Streamlining HR Excellence: Empowering Teams, Elevating Leadership
Our HR Operations service focuses on recruiting, selecting, and mentoring HR staff while supporting leadership transitions within HR departments. We provide vendor selection assistance, offer guidance in choosing HRIS systems, and help implement integrated performance management systems to ensure seamless and efficient HR operations.
Learn more about our HR Operations Services below:
- HR Staff Recruiting, Selection, Coaching, and Mentoring
- HR Leadership Transition
- Temporary staffing of HR roles
- Vendor Selection Assistance
- HRIS Systems Selection Support
- Integrated Performance Management Systems
HR Staff Recruiting, Selection, Coaching, and Mentoring – Do you need to hire an HR practitioner? Whether it’s a new role, or replacing a departure, let us assist you with the effort. HR is what we do for a living, we know a bit about it! But we are not so presumptuous as to believe that we know it all. We will engage with you to learn about your culture, style, industry, and general needs before we make the first outreach! If it’s a replacement, we’ll talk with you to determine what has worked well in the past and what hasn’t. If it’s a new role, we’ll discuss what you’d like to achieve with this addition. And then we’ll talk about the long term. Depending upon the level of person you require, they may need someone to go to for direction and to answer questions. Arc can install a fractional leader-level individual to provide direction and be a mentor to your staff member(s). In this way your team has someone they can learn from, thereby increasing their engagement and job satisfaction, and you have the peace of mind knowing that a seasoned, senior level professional is in charge of your HR function!
HR Leadership Transition – People come and go for many reasons. But when certain key positions remain empty for too long it can have a definite adverse impact on the function of the organization. As HR professionals we can help hire other HR professionals more effectively than a generic recruiting firm can, because this is what we do every day of our lives. Of course, if you have an HR team in place, and you’re hiring their new leader, it’d be wise if they could meet with each other. However, do you really want them to “hire their boss”? Are they going to truly be able to gauge the level of proficiency of the candidates in the way you want? We can. However, there are other aspects of an HR leadership transition that can be considered. We do HR audits, which you can read about elsewhere in these descriptions. How helpful would it be if an audit were performed shortly before or after the arrival of your new HR leader? In doing so the report you receive upon completion becomes a roadmap for the newly arrived leader to work from to identify priorities, needed resources, and time required to achieve the highest value items for your organization. And if we happened to have filled the role for you temporarily while the candidate search was conducted, then our person would also be able to do a warm handshake handoff to your new hire making them more effective faster.
Temporary staffing of HR roles – What do you do when one of your key HR roles will be open temporarily? Pregnancies, surgeries, leaves of absence. Temporary openings can happen for many reasons. You want to support your staff and provide them the time they need, but how do you attend to business in the meantime? Simple. Call us. We’ve done this before we can do it again. Ideally, we’ll meet with your person before their absence begins to identify projects that will be underway while they are gone, deadlines that must be met, learn and get access to necessary systems, etc. Then they can be left in peace to attend to the reason they are away, and you too will have peace knowing that HR will run smoothly during the absence of your person. And THAT is a win-win.
Vendor Selection Assistance – The HR department has many vendors whose services they might utilize on behalf of the company. Benefits brokers, employment lawyers, compensation analysts, trainers, translators, recruiters (general and specialized), and software suppliers for performance management, background checks, and reward and recognition. Whew! What a list! And there could easily be others! We can assist with identifying the right criteria to use for selection, conduct meetings and demonstrations, do comparisons, and support the final contracting process.
HRIS Systems Selection Support – Arguably the costliest single vendor/system decision made in the HR department, choosing the right system is critical because in addition to the money spent to purchase the system, there is the money spent on the transition to it. Next consider that a contract like this may be a long-term commitment. Easy to get into, hard to get out of. We’ll collaborate to understand the shortcomings of your current vendor/system. We’ll look at how things have changed since it was initially acquired, then identify the must-haves vs the nice-to- haves to be sure you aren’t spending money on flashy features you will make little to no use of! Once you make your choice and the contract has been executed, we’ll partner with you on data transfer and validation efforts ensuring that we subscribe to the concepts of GIGO and NINO. Garbage In Garbage Out – we clean up and validate first, and Nothing In Nothing Out – If you’re missing data, your potential for maximum benefit of your expensive new system will go way down!
Integrated Performance Management Systems – It’s the new millennium. If you are still using Word docs and spreadsheets, you are behind the times! However, to use an old expression, you don’t ant to use a sledgehammer to kill a fly. We recommend embracing technology wherever it can make you both more effective and more efficient. But it doesn’t make equal sense for every organization to invest in a bleeding edge, cloud-based, best in breed performance management platform if you have 6 employees who all work in the same office. We can create a process that is easily followed and fits the culture of your firm, while engaging a methodology that makes the actual creation and delivery of the performance appraisal as simple as possible while providing your team the guidance they need to perform effectively and grow within their roles. Staff who are hungry for feedback seek direction to help guide their growth. In it’s absence, they will go somewhere where they will get it. Top performers look for the praise of their work. If they don’t feel recognized, they will go somewhere where they will be. Marginal performers, with the proper feedback, could become solid pillars of your organization. Underperformers are glad there are no reviews. In this way their poor performance is never called out! And if they are ever terminated, it is easier for them to bring and win a claim of improper termination because you have no evidence to the contrary! Oh, and think about this, if you ever adjust the compensation of your staff, your performance management data can provide justification for increases, decreases, and the size thereof. Performance management has a broad and meaningful impact.
Is your HR team ready for a transformation? Our HR Operations services provide end-to-end support, from staff recruitment and mentoring to implementing efficient performance management systems. Whether you need temporary HR staffing, leadership transition assistance, or help selecting the right HRIS system, we have you covered.
Elevate your HR operations to the next level.
Ensure your team is set for long-term success.
+1 (703) 752-6195 or info@archumancapital.com
Arc Human Capital, LLC
1934 Old Gallows Road
Vienna, Virginia 22182
United States