The key to strategic planning is to understand how your organization's culture and management style will ultimately impact the business life cycle and daily operations. AllHRMatters has formulated a process to develop strategic business objectives that will guide an organization in addressing critical issues, including a review or creation of the mission and vision statements and an examination of company goals over three to five years.
Additionally, objectives are compiled to specifically outline the responsibilities, time frames, action plans, and desired outcomes. Objectives are designed to drive actions and are intended to represent the result toward which a clearly focused, organizational effort is directed.
Developed, designed and deployed diverse total rewards programs including pay-for-performance, salary administration, and incentive compensation programs for sales, management, exempt and non-exempt workforces to ensure compatibility with organizational mission, strategy and culture
Established HR infrastructure for start-up organization ~ established metrics, HR scorecard, HR dashboard, policies, procedures, and HR communications
Created and implemented EEO/Affirmative Action Program to successfully meet RFP requirements which resulted in an organizational win of new business
Decreased cost of health care spending by effectively channeling benefit utilization, creating awareness of benefit plan options, establishing a reward structure for wellness program utilization and improving benefit programs communication
Led project implementation team during organizational transition to SAP human resources and payroll systems. Documented legal requirements and created standardized policies for the HR and payroll functions
Developed Total Rewards philosophy and expanded compensation function including policy development, management training, communications and Intranet resources to ensure that program was aligned with strategic business goals
Developed and executed diversity and inclusion recruitment strategy and employment processes. As a result, organization moved from conciliation agreement to compliance within three years
Developed and implemented new Paid Time Off program and the associated training and communications programs. Organization saved 2MM in costs associated with paid time off benefits
Redesigned HR services in the United States, including HR business process re-engineering, SAP implementation (ECM, OM, PA, ESS and MSS) and HR Service Centre with Centers of Excellence