HR Partner

There are several situations in which an outsourced HR partner can be beneficial for a company. Here are some factors to consider when deciding whether to engage an outsourced HR partner:

• Limited HR resources: If your company has limited HR resources or no HR department, it may be beneficial to outsource your HR needs to an experienced HR partner. An outsourced HR partner can help you establish HR policies and procedures, manage employee relations, and ensure compliance with employment laws and regulations.
• Expertise and experience: If your company lacks HR expertise or experience, outsourcing to an HR partner can provide access to a team of HR professionals with specialized knowledge and skills. This can be especially helpful when dealing with complex HR issues such as employee benefits, compensation, and compliance.
• Cost-effectiveness: Outsourcing HR can be a cost-effective option for small and mid-sized companies that cannot afford to hire a full-time HR staff. With an outsourced HR partner, you pay only for the services you need, and you can scale up or down as your business needs change.
• Time savings: Managing HR can be time-consuming, especially for small business owners who wear multiple hats. By outsourcing HR, you can free up your time to focus on other important areas of your business, such as sales and marketing.
• Risk management: Employment laws and regulations are constantly changing, and non-compliance can result in costly penalties and lawsuits. An outsourced HR partner can help you stay compliant and reduce your risk of legal liability.

Ultimately, the decision to outsource HR depends on the unique needs and circumstances of your business. Consider your HR goals and challenges, as well as your budget and resources, when deciding whether to engage an outsourced HR partner.

Some common responsibilities of an HR Partner include:

• Onboarding and orientation: HR Partners are responsible for ensuring that new employees are integrated into the company culture and familiarized with policies and procedures. This includes coordinating orientation sessions, providing information about employee benefits and programs, and answering questions from new employees.
• Employee relations: HR Partners are responsible for managing employee relations and resolving workplace issues. This involves responding to employee concerns and complaints, providing guidance on HR policies and procedures, and fostering positive employee morale.
• Performance management: HR Partners are responsible for managing the performance of employees and providing feedback to managers. This includes developing performance improvement plans, conducting performance evaluations, and providing training and coaching to employees.
• Compliance and legal issues: HR Partners are responsible for ensuring that the company complies with federal and state employment laws and regulations. This involves staying up-to-date on changes in employment law, ensuring that the company’s policies and procedures are in compliance, and providing training to managers and employees on compliance issues.
• Employee development and training: HR Partners are responsible for identifying employee training needs and developing training programs. This includes creating and delivering training sessions, as well as evaluating the effectiveness of training programs.
• Compensation and benefits: HR Partners are responsible for managing the company’s compensation and benefits programs. This includes developing and administering employee benefit plans, conducting salary surveys, and analyzing compensation data.

Overall, the role of an HR Partner is to support the company’s business objectives by providing HR expertise and services that help attract, develop, and retain employees.

For more than 30 years, we’ve been helping Australian businesses build more productive and profitable workplaces by delivering the confidence they need to grow and prosper.

Our team of dedicated HR partners are experts in their field. They are AHRI certified and are backed by a network of legal, payroll and HR software experts, which means they can offer a whole-of-business strategic HR service.

This first phase is about connecting you with your HR Partner – your main contact through implementation and success. Together, we’ll outline your business requirements, basic organisational information, and key project contacts moving forward.

Here’s what the first 90 days look like with your HR Partner:

Your HR partner highlights immediate issues that need to be addressed, such as compliance risks, policies and contracts, and potential people management challenges. This is your chance to set expectations, goals, and the next steps for your business.

Completing a HR-compliance questionnaire will determine key areas of concerns and risk. Using up-to-date employee data, contracts, policies, and procedures, you’ll receive an
in-depth audit of HR documentation and data with key recommendations for improving compliance.

Time to assess the results of your compliance report and HR health check. Workshopping with your HR Partner, they’ll assess your overall HR health, highlight potential issues, and detail priorities and recommendations based on clear HR metrics for improvements.

With a clear plan and roadmap for the future, your HR Partner will now have the insights to prepare your HR strategy – complete with milestones, key action points, responsibilities, and target dates outlining a roadmap for the next 12 months.

With a clear plan and roadmap for the future, your HR Partner will now have the insights to prepare your HR strategy – complete with milestones, key action points, responsibilities, and target dates outlining a roadmap for the next 12 month.

Projects, timelines and scope can be varied based on the client and their needs. Rest assured – our aim is to help you execute your HR Strategic Plan and meet the objectives of your business.