Best Practices | Employee Retention | HR compliance
Recently, we've needed to help some of our clients through a RIF. When companies need to perform a Reduction In Force (RIF), they face two major questions: how do we maintain compliance during the RIF, and how do we show kindness and support to the people affected?
Communication | Best Practices
Communicating an employee separation is never easy. This article distills five practical steps—planning, delivering the message with direct compassion, preserving dignity, addressing the team, and standardizing your approach—so leaders reduce legal risk, protect culture, and help people transition respectfully while keeping the business moving.
Risk Management | Best Practices | Employee Relations
Employee handbooks are a cornerstone of workplace culture and compliance—but their language can also create legal exposure if not carefully crafted. This article reviews what phrases, policies, or “rules of conduct” employers must avoid under current NLRB and EEOC guidance. Learn how to balance organizational values with employee rights while maintaining compliant, enforceable policies.
HR Tech | Best Practices | Recruitment outsourcing
When you work in HR outsourcing, one of the hardest questions to answer is: what does an HR consultant actually do? It would be easier to answer the question, “What does an HR consultant not do?”
Business Management & Strategy | Best Practices
At Helios, we are often asked to define (and provide) strategic HRM to an organization in need of change. Strategic Human Resource Management is a big "buzz" term that has been used in senior leadership circles for quite some time. It is widely known to be the future of HR, is talked about at every HR conference, and is what most executives tell us they want when we work with them. But what is it? How can you determine if your HR department is working strategically? What is Strategic HRM?
Traditionally, HR departments work in a largely administrative environment, completing transactions such as hiring and onboarding employees, processing promotions, and managing performance review processes. All of this work needs to occur and is usually guided by a larger HR strategy. In Strategic HRM, that strategy looks beyond the immediate needs of the human resources team and instead focuses on larger business goals and business strategy.
