Services | Erika Berglund

Human Resources Strategy and People Operations

HR Strategy Development: Align HR practices with overall business goals. Create strategies for:
- talent acquisition and retention; employee development and training; performance management; compensation and benefits; workforce planning and succession; culture and employee engagement.
HR Compliance: Audit HR policies, programs, and policies to assess compliance risks and provide recommendations to address gaps.
Workforce Planning and Analytics: Assess workforce needs, skill gaps, and optimize resource allocation for future business demands.
Employee Experience: Evaluate and improve every touchpoint an employee has with the organization from recruitment to offboarding to create a seamless and positive journey for employees throughout their tenure.

Change Management

Change Vision and Strategy: Develop clear and compelling communication of the need for change and the vision of what the future state will look like, and the strategy to achieve it.
Stakeholder Engagement: Involve and gain buy-in from key stakeholders, including employees, managers and departments to support successful change.
Change Readiness Assessment: Gauge the organization's readiness for change, and identify potential challenges, concerns, and areas that may require additional support or communication.
Communication Plans: Develop a comprehensive communication strategy including communications channels, progress updates, and avenues for feedback.

Employee Engagement

Develop strategies and programs to fuel employee engagement and drive better business outcomes.
Assist in engagement survey development, deployment, analytics, results briefings, and action planning.
Equip managers to own engagement for their teams. Provide training tools, coaching and other resources that enable managers to have effective ongoing coaching conversations with their staff.
Assist leaders in integrating the engagement strategy into the corporate strategy if current engagement results have stalled or plateaued.

Training, Learning, and Development

Conduct learning needs assessments to identify learning gaps and employee development needs. (Hint: often, training is NOT the first step in addressing poor performance.)
Create and deliver custom training and development programs for employees, managers, and leaders.
Develop performance support tools that assist employees in their roles.
Establish feedback and evaluation mechanisms to assess the effectiveness of learning initiatives.

Compensation and Performance Management

Align compensation philosophy with the organization’s strategic objectives and values.
Develop or revise base pay structures, salary administration policies, and incentive plans to support business drivers.
Guide optimization of total rewards through a holistic approach in the assessment of all elements of the total rewards package.
Assist in developing and implementing performance appraisal systems, setting performance goals, and conducting performance reviews.

Interim and Fractional HR Engagements

We offer flexibility and expertise to organizations that may not require a full-time HR presence but still need strategic HR support. Services can be based on the changing needs and priorities of clients.