Don’t Need a Full-Time Hire? Try HR Outsourcing

If you have a short-term HR need such as someone going out on FMLA leave, a transition within the HR department with the intent to back-fill, or are going through a merger and acquisition and need to ramp up your Human Resources team, our Interim HR contracts are perfect. In this capacity, we will fill-in as a member of your HR department and keep HR tasks and high priorities moving forward for three months, for example.

If you are looking for an ongoing HR professional resource, an annual or multi-year HR outsourcing retainer allows us to intentionally plan for the long-term HR strategy in alignment with your core business goals. We can forecast and reserve the same dedicated consultant(s), reduce the need for administrative distractions like contract renewal paperwork, and be even more impactful in our partnership because we get to know your business and team better. No matter the length of your contract, we offer easy termination clauses so if for any reason you decide to no longer outsource, you’re not “locked-in” forever! 

How Helios integrates into your business as an outsourced partner depends on your culture, how you envision our role in supporting your employees and the urgency around specific initiatives within the engagement. We will collaborate to develop a communication strategy to introduce us to your team and educate them on how we will support them going forward. We can serve as a VP of Human Resources leading an in-house HR team, a specialist in a particular area of expertise such as recruiting, benefits or compensation, or serve as your HR department. Your dedicated consultant(s) spends time with key stakeholders to establish relationships and understand what they are seeking in terms of services from your HR function. Additionally, we dive into your HR policies, programs, processes, etc. to gain insight into the current state of your people practices and compliance with employment law. From there, we work closely with our executive contact to align priorities and develop a project plan for the HR responsibilities for the engagement. 

Determining the right level of HR outsourcing or Recruitment Process Outsourcing (RPO) support is a collaborative discussion with you. There are many factors that go into determining our approach. We review who is the most-suited consultant in terms of the level of expertise, experience, industry background along with the estimated number of hours per month we think we’ll need to accomplish the engagement goals. We take into consideration the size of your business (we work with both large companies and small businesses), your operations, the culture, employee and team involvement, what our role and HR responsibilities will be for your HR department. We also evaluate the primary challenges you are hoping to overcome and major initiatives you envision to plan accordingly.