Performance by Design
Erika Berglund, SHRM-SCP, MEd
Human Resources Strategy and People Operations
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HR Strategy Development: Align HR practices with overall business goals. Create strategies for:
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talent acquisition and retention; employee development and training; performance management; compensation and benefits; workforce planning and succession; culture and employee engagement.
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HR Compliance: Audit HR policies, programs, and policies to assess compliance risks and provide recommendations to address gaps.
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Workforce Planning and Analytics: Assess workforce needs, skill gaps, and optimize resource allocation for future business demands.
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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
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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.
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Stakeholder Engagement: Involve and gain buy-in from key stakeholders, including employees, managers and departments to support successful change.
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Change Readiness Assessment: Gauge the organization's readiness for change, and identify potential challenges, concerns, and areas that may require additional support or communication.
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Communication Plans: Develop a comprehensive communication strategy including communications channels, progress updates, and avenues for feedback.
Employee Engagement
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Develop strategies and programs to fuel employee engagement and drive better business outcomes.
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Assist in engagement survey development, deployment, analytics, results briefings, and action planning.
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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.
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Assist leaders in integrating the engagement strategy into the corporate strategy if current engagement results have stalled or plateaued.
Training, Learning, and Development
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Conduct learning needs assessments to identify learning gaps and employee development needs. (Hint: often, training is NOT the first step in addressing poor performance.)
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Create and deliver custom training and development programs for employees, managers, and leaders.
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Develop performance support tools that assist employees in their roles.
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Establish feedback and evaluation mechanisms to assess the effectiveness of learning initiatives.
Compensation and Performance Management
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Align compensation philosophy with the organization’s strategic objectives and values.
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Develop or revise base pay structures, salary administration policies, and incentive plans to support business drivers.
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Guide optimization of total rewards through a holistic approach in the assessment of all elements of the total rewards package.
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Assist in developing and implementing performance appraisal systems, setting performance goals, and conducting performance reviews.
Interim and Fractional HR Engagements
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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.