Organizational need: A new VP of HR  to an organization was tasked with many priorities requiring her immediate attention. One with high visibility and particular concern to the CEO was the escalating cost of healthcare programs.

hrQ solution: An hrQ benefits consultant was able to quickly assess and report out what was working well with the current benefits structure and highlight opportunities for improvement to the new head of HR and CEO.

Organizational need: Significant global initiative to consolidate benefits plans under the new parent company's benefits structure.

hrQ solution: Orchestrated the benefits communications strategy, timing, tone and logistics for a workforce of several thousand in multiple countries.

Organizational need: A busy fourth quarter required the HR leadership team to determine which initiatives could be removed from the core benefit and HR team's plates.

hrQ solution: A project team was assembled to lead the open enrollment process in conjunction with the client’s existing vendors.

Organizational need: A smaller employer was considering a PEO solution for their business.

hrQ solution: Used strong benefits and transactional HR knowledge base to objectively assess the best PEO solution for the company and employees.

Organizational Need:  An organization had a rudimentary, out of the box wellness program.  There were no metrics, behavior drivers or financial goals tied to the program.  There were simple, basic wellness programs.

hrQ Solution:  An hrQ Wellness Consultant worked with the client to create a robust, fully integrated, measured wellness solution that reduced benefits costs and drove employees to make healthier behavior choices and ultimately created a healthier work environment.

Organizational need: A mid-sized medical device company needed a new bonus structure to align the employee performance with desired business outcomes.

hrQ solution: An hrQ consultant met with the senior leadership team to define desired outcomes and key metrics. A new bonus structure was designed to complement and drive behaviors and actions to the desired business outcomes.

Organizational need: A new HR executive was promoted into the top HR role for the organization. Their experience base was light in executive compensation.

hrQ Solution: hrQ consultant with significant executive compensation experience within publicly held companies, coached the new head of HR on compensation committee communications, reports, structure and technical needs. 

Organizational need: Post merger, a global CPG company needed to assess all employee pay programs and design new structures.

hrQ solution: The hrQ project team worked closely with the head of compensation to manage the pay leveling initiative. The project resulted in properly consolidated plans, market pricing being completed and an equitable pay plan.

Organizational need: A fast growing consumer products company needed to implement a total rewards structure, including base pay and bonus plans.

hrQ solution: A project team worked with the companies CAO to align the compensation strategy from the executive level throughout the total organization.

Organizational Need:  A rapidly growing green energy company in a very competitive niche needed a compensation expert to help develop a compelling Sales Compensation model that would attract the best talent and reward and retain the star performers in an ever-shifting marketplace.

hrQ Solution:  The hrQ Consultant with significant experience devising Sales Compensation plans worked closely with the CFO and VPHR to develop a model that fit the company’s needs and addressed the challenges specific to their industry and competition.

Whether it is mediation and conflict resolution of volatile, highly-charged situations or working with teams to resolve issues, hrQ consultants have a proven track record of success.

Organizational need: A manufacturing facility completed their employee opinion survey and needed to further clarify the results.

hrQ solution: An hrQ consultant conducted employee focus groups to further clarify the data provided via the survey. They were able to work with the plant leadership to develop action plans to address key issues.

hrQ consultants have managed through the trickiest one-off employee investigations to large, complex investigations.   Several of our consultants possess JD’s and significant employment law experience.

Several hrQ consultants are well versed at union avoidance strategies, Employee Free Choice Act, arbitrations, union decertification and leading contract negotiations.

Organizational need: A large call center operation had the union in the parking lot soliciting employee interest in unionization.

hrQ solution: An employee and labor relations expert was assigned to the location to conduct union avoidance training with management and provide weekly support to the location to address any employee concerns or issues that might incent them to pursue unionization. The union attempt was ultimately defeated.

hrQ ‘s executive coaches all possess direct business experience combined with proven coaching expertise leading executives to improved  business outcomes.   

hrQ consultants have planned and facilitated executive planning retreats for “C” level leadership teams, in addition to functional departments annual offsite meetings. 

This is a particular “sweet spot” for hrQ’s OD consultants.  Outcomes of team development have included better leadership alignment resulting in improved business results, cultural and values based development, and change management sessions to drive new initiatives and behaviors.

Organizational need: As a result of several merging businesses, a newly formed company was building and staffing a new headquarters location. Given the volume of hiring and degree of business impact of the positions, the SVP of HR wanted to take extra care to ensure good culture fit and solid selection decisions were being made.

hrQ solution: All finalist candidates for senior level roles where put through an additional assessment phase in the hiring process. The hrQ consultants used Hogan Assessments and completed a competency-based interview report. The data was utilized as one additional tool in the decision making process.

Talent Assessment instruments we are certified to use:

• AVI
• Bigby Havis
• Birkman
• Hogan Assessment
• Meyers Briggs

Organizational need:  Company was implementing a new CRM and other recruiting tools.  They needed a third-party to review their internal recruiting processes as they related to the new tools to ensure compliance.

hrQ solution:  The hrQ consultant, who was a compliance expert in addition to having corporate HR recruiting leadership experience, conducted an audit and prepared a risk analysis report with recommended solutions.

Organizational need: Timely and effective follow up to a backlog of EEOC claims.

hrQ solution: hrQ consultant with significant legal expertise compiled all the necessary data to effectively submit responses. Training needs were also identified to proactively address the increase of claims due to recent reductions in force.

hrQ’s consultants have hands-on and third-party audit experience, enabling them to assess, develop and provide guidance on how to prepare for and/or handle an OFCCP audit.

Organizational Need:  Faced with the need to downsize, the client needed help with the sheer volume and logistics involved with executing a reduction in force efficiently, respectfully and in full compliance of employment laws to manage the risks of legal action.

hrQ Solution: An hrQ Consultant well versed in the process of layoffs created a project plan, managed the communications strategy, guided the client’s existing HR team, and helped facilitate a seamless reduction in force that felt fair to the affected employees and left the company in a stronger and leaner position to move forward.

hrQ’s current due diligence expertise is in the areas of executive selection and assessment, workforce risk evaluation, compensation and benefits review. 

Organizational need:  Company was forming a joint venture with another company.  They needed an expert to create an employee communications strategy to disseminate pertinent data.

hrQ solution: Consultant with expertise in employee communications developed a communications plan to highlight key messages to the new employee population leveraging the desired outcomes of the joint venture.

hrQ’s consultants have extensive backgrounds designing and implementing key employee, critical function and post-RIF retention programs.

Organizational need: Two high tech companies were creating a joint venture and spinning off from their respective parent companies. The merger required heavy integration work, starting with alignment of the senior executives as well as design of the new organization structure.

hrQ solution: A team of hrQ consultants worked with the VP of HR and Project Management Office to manage a successful integration of the two workforces. A senior strategist worked with the leadership team to align vision, mission, values and business priorities, while the others focused on the organization design, compensation, benefits, and integration of the two workforces.

Organizational need: A major employer had been acquired by another large, global employer.  The CEO was staying onboard post acquisition and was very enthusiastic about the acquisition.  Unfortunately, the enthusiasm was not being embraced below the leadership level in the company and turnover and poor morale were becoming a concern.

hrQ solution: A series of change management workshop were implemented to align the senior leadership team as to the new vision and give them the tools and process to cascade and reinforce the message and expected behaviors moving forward. 

Organizational need:  The company executives wanted to improve the effectiveness of their store managers and revenue results.

hrQ solution: A team of hrQ consultants worked with the organization to identify core success competencies for the store managers to be selected and developed against. 

Several of hrQ’s OD consultants are skilled in various industries at leveraging solutions to assess and change culture as desired by the company leaders.

hrQ consultants have managed employee surveys from design, administration through action planning for small and large organizations. 

Many of hrQ’s consultants have designed and implemented hi-potential programs, including the elements of identification, development and retention.

hrQ consultants have designed and implemented performance management programs and systems for companies of all sizes and in multiple industries.

Organizational need: The CEO of a privately-held organization was having trouble retaining a COO.

hrQ solution:  The hrQ consultant worked with the CEO and leadership team to align roles and functions to clarify responsibilities, areas of accountability and desired business outcomes.

Several hrQ consultants have successfully designed and implemented succession planning programs within family-owned businesses to large, global employers.

Organizational need:   A retail organization was interested in attracting a more effective sales workforce.

hrQ solution:   A team of hrQ consultants with significant retail experience designed new recruitment processes, selection criteria and better candidate interview experiences to attract a new breed of talent to the company.

hrQ has consultants well-versed in developing and faciilitating behavioral based interviewing programs as well as executive level interview assessment techniques and tools.

Organizational need:  To redesign their recruitment processes to more effectively secure top engineering talent.

hrQ solution: The hrQ consultant worked with a team to functionally align recruitment processes to have dedicated resources to the engineering function. 

Assess Systems (formerly Bigby Havis)

Caliper Profile

EQ-i

HOGANSELECT

Watson-Glaser

Several hrQ consultants are licensed Ph.D.’s qualified to administer several selection tools in conjunction to their professional interview assessment.

Organizational need: Employee training to better handle difficult conversations and personalities internally and with customers.

hrQ solution: Delivered customized training solution to a customer service employee base fostering skill development to better manage through conflict.

hrQ has consultants with experience developing and delivering customized diversity and inclusion workshops.

hrQ offers a range of workshops and development programs ranging from supervisory basics to customized leadership programs.

Organizational need: CEO within a growing technology organization wanted to see more training and development of front line management.

hrQ solution: hrQ worked with the VP of HR to determine need and desired outcomes of the training. Upon completion of the needs assessment, curriculum was custom designed and a pilot group of front line managers was selected to participate in the development program over the course of three months.

Organizational need: A major employer had an aggressive program to hire ex-military personnel to become leaders within their management trainee program.  A dedicated orientation program was necessary to successfully on-board them to the organizations culture.

 hrQ solution: An hrQ consultant worked with the organizations internal team to customize a program to set the ex-military audience up for success in the private sector and strong corporate culture.  The program was designed and implemented successfully.

hrQ has a variety of sales training programs customized to maximize the effectiveness of your organizations sales force.   Please contact one of our market leaders for course overviews, customization and pricing.

hrQ offers a variety of off-the-shelf and custom team building solutions.

The Wellness Wheel- The 10 fundamentals for optimal health

Stress Management

Effective Weight-Loss Techniques

Healthy Alternatives

Eating on the Run

Stop Smoking Strategies

Office Ergonomics

Get Healthier, Happier and Smarter – a three-part workshop series