Why choose House on the Dirt?
Admittedly, the practice of human resources is serious business–without doubt, quality hr leadership and operations positively impact a business’ bottom line, market success and employment reputation; shoddy hr leaves companies in perpetual chaos, bureaucratically stuck and, worst case, in legal trouble. It doesn’t have to be that way.
Experience. Over twenty years of wide-ranging hr operations, leadership and executive experience including strategic development and tactical execution of top tier hr practices.
Strategy. Strong business acumen results in an inherent ability to quickly understand your business exigencies and provide solid, coherent solutions.
Action. Organized execution of plans saves you time, money and distress and improves outcomes and accountability.
Results
Case #1 – Global Compensation Support
Need: Step in for a client’s departed Global Compensation & Benefits Manager during the (unexpectedly long) search for a replacement. Oh, and find a replacement!
Solution: In addition to handling a myriad of one-off compensation analysis requests, began the quest toward a full-bore review of domestic compensation including recommendations on structure adjustments and education of field hr team on compensation practices. Provided analysis and input on a number of complex, global compensation and benefits issues.
Results: Over the course of the 18-month engagement, was able to position the new incumbent to quickly make large strides in the further analysis and development of the organization’s global compensation strategy.
Case #2 – Interim HR Director
Need: The client’s human resources director gave notice and then neglected to return to work. (Thanks a lot for giving your fellow hr professionals a bad name!) The client quickly needed someone to step in as interim hr director while they searched for a replacement. What the client didn’t know was they also needed a “clean-up expert”. You see, unbeknownst to them, their hr director had quit long before a resignation was tendered. (Here’s a mental picture for you: imagine the t.v. show, “Hoarders”.)
Solution: In addition to stepping in to manage day-to-day hr operations in an unfamiliar industry, organizing, cleaning, updating, shredding and uncovering became the name of my game. I poured through more than a dozen file cabinets, overhead bins and drawers filled to the brim with chaos: no rhyme nor reason to why papers (some incredibly important; others not) were stuffed where they were.
Results: Had a replacement been hired while hr was in this state, that person would’ve walked off…and justifiably so! Instead, the new hire found organized, labeled employee, benefits and subject files in addition to written procedures for how this company handled certain processes. In addition, I prepared a summary of next step recommendations for the new hire and executive management.
Case #3 – Process Development & Implementation
Need: Corporate acquisitions were repeatedly handled with limited standardization or process. Easily replicable processes were required for the high volume of deals.
Solution: As part of a cross-departmental team, developed a variety of new (and refined many existing) processes and tools for assessing, acquiring and on-boarding target companies.
Results: Increased efficiency and capacity for future acquisitions.
Case #4 – Employee Education via Benefits Statements
Need: The client wished to develop personalized employee benefit statements for its 300+ employees in order to educate their workforce on the concept of “total compensation” (i.e., what the company was paying to provide the full range of benefits, in addition to salary). This project was completed manually due to the absence of any automated hr systems.
Solution: I built a database pulling necessary information from a plethora of sources: 50+ data items per employee. Reviewed and analyzed the data for correctness and consistency and provided reports to management on findings. Created the employee benefit statement document in a “merge” format so the client could print the statements according to their timeframe. Developed an accompanying personalized introductory message under the CEO’s signature.
Results: As a result of this massive data collection/analysis project, as a bonus, was able to uncover a number of inconsistencies in the client’s benefits administration processes that could then be corrected and properly administered going forward ensuring legal compliance and internal equity.
Case #5 – Develop HR Infrastructure
Need: Prepare a 150 employee organization with limited hr operations for future rapid growth.
Solution: Designed and implemented a sound hr infrastructure: launched 1st comprehensive comp & benefits strategy; directed 1st training & leadership development curriculum; designed solid recruitment, retention and succession planning strategies; created an environment of trust and fairness.
Results: Named by Milwaukee Magazine as one of the “Best Places to Work”.
