When our client’s, a leader in women’s professional sport, HR director resigned, the current HR and payroll manager was left on her own to run the human resources department. Being new to the role and that level of leadership, she needed someone to step in to assist her with the day-to-day functions of the department to ensure a seamless organizational transition. The HR and payroll manager also wanted to start off her new role by making sure that the HR foundation was firmly in place and that the department and company as a whole were in compliance.
In support of the client’s HR department, livingHR agreed to provide two days per week of on-site human capital support. The interim support team started by reviewing, updating, and organizing all onsite employee files, making note of any documents that were missing or out of compliance. They also scanned all files into an electronic format for security and organization purposes as well as ease of use. The senior talent advisor also created an onboarding packet and updated the employee handbook as well as all FMLA packets to ensure compliance with current regulations. The team supported the HR manager throughout their open enrollment process by making themselves available for any employee questions, updating benefit deduction amounts in their payroll system, and reviewing the first couple of benefits invoices to ensure accuracy. The team then conducted an i-9 assessment to ensure compliance with form i-9 federal regulations and has also provided interim support by assisting with payroll and HRIS updates on an ad-hoc basis.
All employee files are organized, easily accessible, and in compliance. The new onboarding packet ensures that all new hires feel welcomed and that all required documents are completed and collected promptly. All FMLA packets are now in compliance and up-to-date with current FMLA regulations. The employee handbook, although not yet finalized, is now welcoming, in compliance with current regulations, and aligned with the client’s culture. All employees were successfully enrolled in their plan of choice, during open enrollment, and the client’s payroll system is up-to-date with all new deduction amounts. Additionally, all i-9 forms are now in compliance with form i-9 federal regulations. The client’s new HR director is now free to tackle her new responsibilities successfully. She can now excel in her role knowing that the company is in compliance, the HR foundation is in place, and livingHR is there to assist her with the day-to-day activities.