Grace Saanu’s Post

🌞 It's Monday morning – did everyone on your payroll and HR team show up? Unexpected absences can throw a wrench into the best-laid plans, especially at the start of a busy week. But what if you had a reliable partner ready to seamlessly integrate into your operations and fill those gaps without missing a beat? 🤝 Enter Puzzle HR's Business Process Outsourcing (BPO) model. By partnering with us, you not only cover your immediate needs but also embrace a strategic solution that propels your business forward. Here’s why contracting your payroll and HR work to our tech-agnostic team is a game-changer compared to direct hiring: ✅ Seamless Integration: Our team is tech-agnostic, meaning we effortlessly adapt to and work within your platform. Your processes, your rules – we fit right in. ✅ Cost Efficiency: Avoid the overheads associated with direct hiring. With our BPO model, you get the expertise without the extra expenses like benefits, training, and office space. ✅ Flexibility and Scalability: Whether you're dealing with a sudden vacancy or planning for growth, our services flex to meet your demands. Expand or scale down with ease, in line with your business needs. ✅ Focus on Core Activities: Free your internal resources to focus on what you do best. While we handle your HR and payroll, you can concentrate on driving growth and innovation. The Puzzle HR team is not just a stopgap solution; we're a strategic asset, ready to ensure that your Monday mornings (and every other day!) run smoothly. Let's chat about how we can support your business. #PuzzleHR #BPO #BusinessSolutions #PayrollServices #HRoutsourcing #TechAgnostic

HR consultancy pricing advice from other HR-related business owners... I recently asked HR-related consultants from around the world to share some tips and advice on how to price HR consulting services. (By 'HR-related', I mean generalist HR, employee engagement, talent acquisition, DEI&B, L&D, compensation & benefits, etc). Here are some of their tips (I'll share more soon)... “Ask around! Find out what your competitors charge and what the range of pitched and the range of successful (can be very different!) pricing is for particular kinds of projects. Sell to P&L holders / FD rather than HR. Sell fixed price not day rate – changes the perception around the value of service, plus saves on admin and false economies. Not exactly pricing, but really important I find it pays to be very specific about what you do and how it creates measurable value – and to sell outcomes and impact not process or technical input.” “Get comfortable with your worth and value. Don’t sell yourself short nor apologize.” “Prove your value with hard numbers.” “Always be honest and don’t forget to be confident. No one will have confidence for you. There’s not always a one-size-fits-all, everyone’s business is unique.” “Reward loyalty – when I increase my rates I don’t increase my rates for long-standing clients to the full ad hoc level.” “Always calculate rates including extra time in case things take longer than you anticipated.” “Figure out how many hours a project will take and then double it! Projects always take longer than you think.” “Charge more than you think they will sign off, they normally will still go with it if you have done a good enough job of convincing the decision-makers during the bid/pitch phase.” “Establish budget early on – you could provide top-notch service but their budget needs to be there. Never discount – slim down your offering.” 💡 What advice would you share with others? #hr #humanresources #hrconsulting #hrconsultancy #hrconsultant

Just fix it. That's the message that so many HR Directors get told about their pay gaps. But it's not that simple is it? So many new clients tell me they've followed my work for years but not reached out sooner because they believe they won't have enough budget to work with me. But did you know that you don't need huge budgets to see big results? What could you do if budgets are tight? ➡️ Start small for big impact Starting small is not just an option; it's often the best approach. Some of my most successful clients began with manageable steps that yielded better than expected results. Here are a few ways we can start addressing your pay gaps together: 🖥️ Private Q&A Session: Spend 45 minutes with me to discuss your pay gap challenges. You'll be surprised at how much we can accomplish in a single session. 🖥️ Pay Gap Action Plan Audit: If you already have a plan, let me audit it and provide recommendations to enhance its effectiveness. 🖥️ Create a Pay Gaps Communication Plan: Struggling with how to communicate your pay gap strategy? I can work with your communications team to develop a comprehensive 12-month plan with minimal effort on your part. 🖥️ Policy Review: When was the last time your policies were reviewed through a pay gap lens? It’s crucial to understand how interconnected issues may be contributing to your pay gap. Let’s identify and address those gaps together. 🖥️Retainer Service: Need ongoing strategic support? Monthly accountability sessions can provide the guidance you need for effective implementation. 🖥️ Internal Workshops: Training for your team is essential, whether it’s your pay gap team, HR, or DEI team. We can cover areas like leadership, flexible working practices, building inclusive environments, and managing performance conversations. Which of these would be useful for your organisation? 🗓️ P.s. I'm currently available to take on three new clients in September. Reach out soon if you’d like to be one of them!

Year-End HR Checklist: Minimize Risk and Maximize Success Webinar: A Human Resources Checklist to Reduce Risk Date: August 8, 2024 Time: 2:00 PM - 3:30 PM EST Instructor: Lisa I. Perez, SPHR, SHRM-SCP, Human Resources Consultant, Founder & CEO, HBL Resources, Inc. While the holiday season brings cheer and celebration, it can also be a stressful time for HR professionals. This webinar will provide you with a comprehensive checklist to ensure a smooth transition into the new year while minimizing legal and operational risks.   Training Description: While the end of the year may be less demanding for most employees who will spend time celebrating at office parties, filling up on potluck lunches, and enjoying vacation time, it is a very busy time of year for Human Resources. Year-end should be spent ensuring all the administrative details are taken care of for a seamless transition into the new year. In this session, owners, office managers, or anyone who wears the HR hat will learn some of the key business strategies and tasks to ensure continuing success and compliance while reducing risk in the coming year.   By attending this webinar, you'll be able to: Understand and address legal requirements and compliance issues that arise at the end of the year, including updating policies, handling time-off requests, and ensuring payroll compliance   Don't miss this opportunity to simplify your year-end HR workload and start the new year with confidence!   Register Here: https://lnkd.in/ekSP37pi   #HR #webinar #yearend #checklist #compliance #riskmanagement #payroll #timeoff #HRprofessionals #NLC #NativeLearningCenter #TribesHelpingTribes Share this information with your HR team or colleagues who handle HR responsibilities! Let's make this year-end a breeze!

A growing team brought with it a whole set of new HR challenges for O'Brien Electrical Carrum Downs. Operations Manager Matthew Waller and CEO David Gibson recently told us how your hr system is helping them to manage, develop and retain great people ‘Managing the HR side of the business and ensuring we’re complying with all the different employment requirements and obligations is so much easier now that we have your hr system in place. It quite literally runs itself and saves me a whole lot of hassles. Anytime we bring on a new employee or make a change to a policy, or position description, it ensures it’s reviewed and acknowledged by the employee or team as required. Together, the position descriptions, which link directly to performance reviews, have allowed us to establish clear expectations. While the performance review framework and methodology are helping us have meaningful, two way conversations around performance and career development. And, the platform itself is super easy to use and get around, in much the same way as Simpro and Xero are.’ Take a look at this case study (https://lnkd.in/d-jYbPq9) we recently prepared to see how your hr system and your hr team have allowed Obrien Electrical Carrum Downs to overcome its HR challenges. And, get in touch if you’d like to see you how your hr system can help you manage, develop and retain great people. #hr #humanresources #hrmanagement #hrmanagementsystem

🚀 Exciting News! 🚀 At Global MG Consulting, we're more than just a financial, HR, and back office services firm. We're your daily source of support and insights! 💼 Our LinkedIn page is your go-to hub for daily posts, articles, and expert advice. We keep you informed about the latest industry updates and provide valuable tips. 🔗 Connect with us now and stay ahead in your profession. Let's grow together! 🌱 #GlobalMGConsulting #FinancialServices #HR #ExpertAdvice #StayInformed

I wrote a guide for compensation teams to successfully transition 50+ jobs from education-based to skill-based job descriptions. 👇 If you're struggling to transition to skill-based jobs, you need this guide. I've talked with 30+ Comp pros who say they need to update their jobs to focus more on skill & less on degrees. But they don't know where to start.  Companies who take a skill-based approach are: → 98% more likely to retain high-performers (Deloitte) → 107% more likely to place talent in roles fit for them (Deloitte) → 47% more likely to provide an inclusive work environment (Deloitte) → 98% more likely to have a reputation for employee development (Deloitte) So, I wrote a guide to help you get there. 𝗜 𝘁𝗲𝗹𝗹 𝘆𝗼𝘂 𝗵𝗼𝘄 𝘁𝗼: 📍 Develop organizational skills frameworks with internal stakeholders 📍 Update your jobs to focus on job skills instead of degrees 📍 Align your team on the job description update initiative This is the same process that our clients at MOSH JD are using right now to transition to skill-based job descriptions. 👉 Comment "𝗦𝗸𝗶𝗹𝗹𝘀>𝗗𝗲𝗴𝗿𝗲𝗲𝘀", 𝗰𝗼𝗻𝗻𝗲𝗰𝘁 𝘄𝗶𝘁𝗵 𝗺𝗲, and I'll DM you the guide. __ I'm Josh Kiernan I'm on a mission to simplify job description management for busy HR teams. Click my name + follow + subscribe to my newsletter 🔔

Payroll and Benefits are the most costly line item (of any size organization) on your balance sheet. Alignment between HR and the C-suite is lacking. Lack of alignment can have negative consequences that reverberate across people teams and through to the employees they work with. When it comes to benefits, HR and C-suite need to be in the same room, same conversations - on the same page. Finding the value between cost and employees health is vital. We bring a better understanding, innovative strategies and savings to the table for both C-suite and HR Executives. Do you want to have those important conversations and make a valuable and impactful impact on your balance sheet and the lives of your employees and their loved ones? Let's talk! https://lnkd.in/dseDj2ye

"Does this world really need another HR Consulting Company?" I must have asked myself this question 100 times before starting Phenomenal HR Consulting full-time. So why am I doing it? Most companies and founders are still not sure of the value that HR brings in - apart from administering benefits and tackling stuff like grievances and payroll. I want to introduce them to a brave new world where business strategy and people strategy are driven together to ensure faster realization of the organization's goals. At Phenomenal, we do things differently, we start with numbers and end with numbers. We love data and we love analyzing them, we are data-informed every step of the way. We ask business owners the tough questions that make them dig deeper into their company's vision, mission, values, revenue, culture, markets and tangible and intangible goals. Then, we curate interventions that help them build a solid company that is both profitable as well as loved!

One of the most common areas of focus I hear from my HR friends about is retaining top talent. This has been a major focal point since the pandemic and only looks to continue being one. Check out UKG eSymposium to learn more about building a high trust environment to help retain your top talent. Let’s build trust at work — our upcoming UKG HR & Payroll eSymposium is all about the moments that add up to a high-trust environment on the job. Drive the conversation and earn free recertification credits! Learn more: https://ukg.inc/3QEIIsC. #UKGeSymposium