HR for Start-Ups and Scale-Ups

You may be a start-up company, or maybe you have been in business for a while and are now ready to grow – ready to hire more staff. We can help. No matter how many people you have now, or how many people you plan to have in the next year or so, you want your team – and your organization – to be successful. Our human resource expertise can help assure that success, by helping you plan and implement three components of HR management for your organization.

#1: Compliance

When you are ready to hire, there are a number of items that you will want ready to go. Some are mandatory. Some are not mandatory, but are helpful.

  • Pre-Employment
    • Create/Finalize Job Description
    • Plan for Posting/Promoting Openings
    • Plan for Interviews/Background Checks
    • Plan for Offer Extension/Negotiations
  • Compensation
    • Payroll Process/Provider
    • Direct Deposit Authorization
    • Pay Plan/Status/Classification
    • Time Tracking
    • Expense Reimbursement
  • Hiring/Onboarding
    • Employer Identification Number
    • Application Form
    • W-4 Form
    • I-9 Form
    • New-Hire Reporting
  • Benefits
    • Benefit Offerings
    • Eligibility/Waiting Period
    • Employee/Employer Cost
    • Enrollment Forms/Authorizations
  • Maintaining Files & Records
    • Personnel Files/Documents
    • Benefit Records
    • Confidential Information

#2: Talent Planning

As you anticipate growing, it is critical to identify what positions will need to be added, and what events or accomplishments will act as triggers.

  • Staffing Needs Assessment
    • Establish Position Priorities w/Time Estimates
    • Determine Triggers for Hiring
    • Identify Job Responsibilities & Qualifications
    • Set Compensation Ranges & Benefit Plans
  • Leadership Needs Assessment
    • Identify Current/Future Leadership Positions
    • Estimate Timeline for Positioning
  • Training Needs Assessment per Position
    • Identify Training & Development Needs
    • Create Plans for Fulfillment
    • Determine Responsibility for Completion

#3: Leadership Philosophy/Structure

When you add people to your team, dynamics change, ideas occasionally clash, and communications and leadership suddenly become more critical to success.

  • Identify Management/Leadership Philosophy
    • Envision Desired Culture & Environment
    • Imagine Staff-Leadership Roles & Interactions
    • Plan Expectations for Communications
    • Set Performance Management/Coaching Goals
  • Establish Organizational Policies & Procedures
    • Identify Industry Best Practices
    • Draft Policies (Employment Handbook) that are Consistent w/State and Federal Laws, and that Build Desired Culture & Environment