I recently started working with a client who has been using employment agreements with the entire employee population. I raised the question as to why they were using employment agreements instead of the traditional offer letter, which has led to discussions about why organizations use employment agreements and when it is appropriate to use them.

As HR consultants, clients often approach us seeking guidance on how to manage an employee who is under performing in their current role. By the time a manager has decided to approach HR with the situation they are often frustrated with the poor performance and are seeking HR intervention. Poor performance is an inevitable part of every organization and it is imperative that supervisors and HR work together to determine the best course of action for each situation.

Summer has officially ended. Gone are the relaxed attitudes that come from a week spent on the beach and the natural endorphins that are a result of longer evenings and plenty of sunshine. Companies are now entering into the final home stretch of the calendar year with an expectation of productivity and results. For an HR Director, this can result in a sudden rise of complaints about workload, work/life balance and what are perceived as unrealistic expectations. So, how does an HR Director respond to the frantic employee who calls at 5:00pm declaring that they are ready to quit without notice and that their manager is crazy?

It’s budget time! Since labor is usually the highest expense an organization has, it is crucial to take the time to determine your pay budget. If planned properly, pay increases can be a tool to help engage, motivate, and retain top talent. Below are a few things to take into consideration when setting your pay budget:

As the overall economy continues to improve, employers are looking for additional methods to reduce costs while also finding ways to add value to the organization. As an HR Business Partner who works with various clients across multiple industries, I find many organizations do not have an employee benefit strategy. Instead, organizations tend to review and modify their existing benefit plan designs or employee contributions and call it a day. This is only a short term fix to a long term issue.

Finding the perfect candidate isn’t always easy, especially when doing it alone. As a recruiter, I have had the privilege to successfully place hundreds of qualified candidates at organizations around the DC area. What’s my secret? Asking the right questions.