Ideal when you have someone on parental leave, an unexpected departure, or another short-term gap.
When you aren't ready for a FTE, we integrate into your business on an ongoing, part-time basis.
Leverage SME knowledge in areas such as benefits, compensation, payroll, recruitment, and more.
As an interim HR partner, we serve as short-term partners to the business to bridge any gaps that may exist on your HR team. We bring consultative expertise and insight while integrating into your operations, culture and team to keep your priorities moving forward. Our team of certified expertise have depth and expertise across all levels of HR, and we tailor our approach based on your business needs.
HR Leadership
Whether you need an interim Vice President or a Director of HR, our team can step into partner with your C-Suite executives, coach managers, and provide leadership to your existing HR team.
Team Shortage
When you have a departure on your team or a leave of absence, we're able to step in and provide you with day-to-day HR support and guidance to help ensure you are in a great place when your team member returns or starts their first day.
Surge Support
Is your team feeling overwhelmed with priorities during periods of high-growth or perhaps a complex M&A transaction? Learn on our team to step in and help alleviate the burden to get you caught up and prepared for the future.
Strategic HR
In this capacity, we will focus on partnering you with a seasoned HR leader to help align your HR programs with your business objectives to accomplish your organizational goals.
Operational HR
In this capacity, we will focus on ensuring your HR function is set up to align with industry best practices. We are typically focused on identifying process improvement and enhancing the employee experience.
Foundational HR
In a foundational HR capacity, we can either help you get your HR function set up and running or we can focus on compliance and recordkeeping, benefits and payroll administration, and employee communications, for example.
Talent Management
Implementing performance reviews, employee relations, and leading your people strategy.
Specialty & Surge Support
Boosting productivity in Payroll, Compensation, Benefits, OD, M&A, or HRIS integrations.
HR Leadership
Providing senior leadership of the existing HR team, coaching managers, and partnering with C-suite.
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?”
In this guide, we’ll look at the many ways that HR outsourcing partners can support your existing HR function or fill any skills gaps in your people strategy.
We can scale up or down, end quickly, ramp up, whatever is best for your business, while also leveraging your preferred technology, partners, and processes.
Helios does not offer a one-size-fits-all approach. Each engagement is tailored for your business, culture and goals to deliver a high-impact, sustainable solution.
You don’t just get one dedicated consultant, you will have a Practice Leader and access to the brain power of our entire team of subject matter experts.
As a business that’s been around for 20 years, we have the tools, processes, and vetted partners in place to make us exceptionally efficient and effective.
Gauging who the right firm is to be your go-to HR and Recruiting partner is a very important decision for your business. Here are some of the most frequently asked questions we get about human resources management outsourcing and RPO.
What are the benefits of long-term HR outsourcing vs. Interim HR (or Fractional HR)?
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!
What does outsourcing human resources look like?
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.
How do you determine the right level of outsourcing support for our business?
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.
C. Grace Whiting, President & CEO | National Alliance for Caregiving
C. Grace Whiting, President & CEO | National Alliance for Caregiving
Take HR off your plate and let us help you focus on your core business. Fill out the form below and we will reach out to you within one business day.