Are you in a high-growth mode and don’t have an HR or Recruiting team?
Do you have someone going out on FMLA leave or an unexpected departure?
Are you seeking a trusted partner to help bridge you to the next phase?
When you engage with us for HR Outsourcing or Recruitment Process Outsourcing (RPO), we will develop a project plan specific to your business goals and priorities. Below are some of the areas we can cover in an outsourced engagement.
Recruiting
Streamlined focus from a dedicated Recruiter to find great candidates to fill your open positions.
Onboarding
Providing a smooth experience from candidate to employee with new hire orientation and onboarding.
HR Administration
Answering your employee’s HR-related questions and taking care of ongoing, day-to-day operations.
Compliance
Ensuring compliance with federal, state, and local employment regulations (including GovCon).
Benefits & Compensation
Educating your employees, managing open enrollment, and salary administration.
Employee Separations
Facilitating the exit process on behalf of your organization.
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.
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 HR outsourcing and RPO.
What are the benefits of long-term HR outsourcing vs. an interim HR contract?
If you have a short-term HR need such as someone going out on FMLA leave, a transition within the department with the intent to back-fill, or are going through a merger and acquisition and need to ramp up your team, our interim HR contracts are perfect. In this capacity, we will fill-in as a member of your team and keep priorities moving forward for three months, for example.
If you are looking for an ongoing resource, an annual or multi-year HR retainer allows us to intentionally plan for the long-term HR strategy in alignment with your 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 an HR outsourcing partnership 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 on how we will support them going forward. We can serve as a VP of Human Resources leading an HR team, a specialist in a particular area of expertise such as recruiting, benefits or compensation, or serve as your primary HR manager. Your dedicated consultant(s) spends time with key stakeholders to establish relationships and understand what they are seeking in terms of HR services. Additionally, we dive into your HR policies, programs, processes, etc. to gain insight into the current state of your people practices. From there, we work closely with our executive contact to align priorities and develop a project plan 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 will review who is the most-suited consultant in terms of 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, your operations, the culture, employee and team involvement, what our role will be (leading HR, administering HR, departmental subject matter expertise, etc.). 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
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