Strategies for Human Resources

Experience: Experience By Industry

Technology-Based Companies

Start-up B2B: established HR practices and function; staffed first 100 employees; served as interim CHRO.
IT firms: assessed and advised on employee relations issues; designed compensation programs; provided management development; led action planning to improve retention.
Web design firms: organizational risk assessments; developed management practices to enhance retention.
Multinational telecom: trained on US culture and laws; management development to integrate management staff.
Software firms: defined practices to improve retention and productivity.
IT Professional Services: facilitated development of competency models and management matrix for career development and retention.

Government Contractors

8(a) firms: designed HR policies and practices; established effective hiring practices; designed performance management programs; assessed existing HR practices; staffed HR functions; led executive development; designed employee communications processes; facilitated strategic planning; served as interim executive; trained HR staffs.
Logistics management: designed and implemented performance management program; developed incentive compensation programs; established high-volume recruiting program for critical project, interim executive.
Professional Services: developed recruiting and retention programs; assessed human resource management programs for effectiveness and relevance.
Security services: evaluated business unit management structure; pay; and EEO issues.

Nonprofit

Association: Evaluated human resources management effectiveness; enhanced human resources function and practices.
Trade Association: Assessed management and structure of a publishing operation; established new staffing needs and specifications.
Religious: Assisted in designing new facilities support structure; created position descriptions for new organization.
NGO: Led redesign of business processes and organizational structure for department facing extensive technology and personnel changes.

Services

Financial Services: established human resources management practices and HR function; created benefit and compensation programs; interim executive.
Airline: employee handbook; new manager development program design.
Energy: designed programs to meet competitive needs in a spin-off from regulated utility; integrated acquisitions; hired HR staff.
Residential construction/interior design firms: organization development; employee relations support; organizational risk assessment; training.
Several industries: improved management practices to support turn-around/ business re-alignment efforts.
Professional Services firms: employee handbooks; performance management programs.

Publishing

Trade association: designed new publishing operations structure to meet increased publishing demands and new technologies; developed competency-based position requirements; staffed Director position.
Medical association: developed management practices for publishing operation; employee handbook; manager training; compensation program; performance management program; staff development; staffed Publisher position.
Publications Distributor: audited HR practices to resolve employee relations and productivity issues.
NGO: Led redesign of business processes and organizational structure for publishing department facing extensive technology and personnel changes; trained staff in process improvement techniques; created new position descriptions.
Society for Scholarly Publishing: seminar leader in recruiting and retention programs; speaker at SSP's Top Management Roundtable.