why small businesses and start-ups need hr sooner than they think
DESCRIPTION
Most small businesses and start-ups wait until they have HR issues to develop a structured HR system. We believe that if you create HR infrastructure early in the development of your company then you will be primed for quicker and more efficient growth.TRANSCRIPT
HI Group – Consulting Services
HR Health CheckPosition your Business for Growth
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Purpose
HI Group – Consulting Services
Partnership. Diligence. Creativity. That’s the HI way.
When expanding your business, unexpected human resources issues can arise that prevent you from
meeting your goals. Our HR Health Check service will diagnose and cure these challenges resulting in
reduced operating costs and a scalable infrastructure that will prime your company for growth.
The Problem
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Most early-stage to growth companies do not have robust HR programs and make HR decisions based on critical needs, crisis-managing issues as they arise
We believe that companies can anticipate and mitigate these growing pains in the early stages by implementing a well-rounded HR infrastructure that will grow with them
Development of HR Infrastructure
Typical Timeframe
Recommended Timeframe
Time
Components of a Healthy HR System
Scalable HR
Operations
Complete, Digital
Employee Files
Documented Processes
Performance Review System
Accurate Payroll
Meets Legal Requiremen
ts
Effective Recruiting
and Retention
Culture of Learning
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Typical Challenges
When companies wait until later stages of growth to create an HR infrastructure, they typically experience the following challenges:
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• Inconsistent processes• Inefficiencies in time spent on
administrative tasks• Ineffective recruiting • High turnover• Non-compliance• Stagnant company culture
Bottom Line: These problems inhibit sustainable growth.
Return on Investment
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Experienced HR Manager
Junior HR Manager
HI Group
$100,000
$50,000
$5,000
Cost Designing a complete HR program in later stages of growth would require an experienced HR manager (average salary: $100K)
A junior HR manager would be able to run a program that is already designed (average salary: $50K)
An initial $5K investment for HI Group to design HR
infrastructure saves up to $50K/year
Methodology
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I. Discovery
II. DiagnosisIII. Treatment
Our HR Health Check addresses challenges in three distinct phases:
Phase I: Discovery
Objective: • To gather information about current-state processes (e.g. review
documentation, evaluate back office administration, conduct employee interviews, etc.)
Key requirements we address:• Back-office administration• Training and Compliance• Benefits• Payroll• Recruiting
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Discovery
Diagnosis
Treatment
Phase II: Diagnosis
Objective: • To develop recommendations for process changes that maximize
opportunities for cost savings
Key requirements we address:• Business Process Pain Points• Key Technology Gaps• System Integration• Outsourcing Opportunities• Vendor Performance
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Discovery
Diagnosis
Treatment
Phase III: Treatment
Objective: • To implement agreed upon changes and ensure successful deployment
Key requirements we address:• HR Process Documentation & Automation• Fully integrated HR Software Suite (e.g. Exponent HR)• Individual software solutions: Applicant Tracking, Payroll, Benefits, etc.• Staffing / Recruiting Needs• Project / Change Management Support
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Discovery
Diagnosis
Treatment
Summary
The majority of small businesses do not create scalable infrastructures Thus, only 2% of American companies ever grow beyond 100 employees By creating defined systems and implementing technology in early stages
of growth, you step ahead of the curve and ahead of your competition
Technology and Innovation Adoption Curve
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Innovators
2.5%
Early Adopters
13.5%
Early Majority
34%
Late Majority
34%
Laggards16%
Where You Should Be For Optimal
Growth
Where You Are Without Established HR Infrastructure
HI Group – Consulting Services
HI Group - Founder & CEO
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Director in Human Resources at Goldman Sachs Dallas (Real Estate Finance Division)
Served as Director of HR Technology and Diversity Officer Developed an HR Technology roadmap to improve HRIS and downstream applications Led a 12-month initiative to implement Diversity and Inclusion programs, resulting in a
fundamental cultural shift
Vice President at Goldman Sachs New York (Human Capital Management Division) Held a variety of roles in Human Resources and Operations over a span of 5 years, including
Mergers & Acquisitions and Global Mobility Services Led a large project to insource, design and implement a new HR technology software
Global Mobility Consultant at Ernst & Young (Tax Practice) Spent 5 years consulting with the International HR and Technology teams Developed a strong foundation in client service, change management, and technology
Stephen Huerta is Founder & CEO of HI Group. Passionate about entrepreneurship, HI Group was launched in 2011 to bring unique HR perspective to businesses, small and large, by encouraging them to “Think HI”.
Contact Us
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www.thinkhi.com214.385.4893
/HIGroup
@thinkhigroup