The Elite Group

KEY PURPOSES OF ELITE GROUP’S
HR CONSULTING WORK WITH CLIENTS

To help a business owner and his/her team be more effective and more cost efficient in managing their workforce

To mitigate the risk exposure for any business owner, resulting from policies and practices which are not legally compliant at the federal or state levels

To make the owner’s and the management team’s working life EASIER and BETTER, when tackling people issues

To deliver quality work products which meet or exceed the highest professional standards and match the clients’ identified needs in a timely and budget-sensitive manner

To replace, whenever feasible, time consuming and cost inefficient paper-based processes with an electronic or technology based solution

These five purposes guide the HR Consulting work on behalf of the Elite Group’s clients. Consistent with these purposes, we divide our product/service offerings into these five groups:

LEGAL COMPLIANCE

Conduct HR Audits covering 45 areas of policy/practice in human resources in these five areas:

Compliance with applicable Federal/State Statutes
Company Policy/Practice
Business Purpose/Code of Conduct
Selection/Employee Relations
Retention and Development

Prepare a new employee handbook or update a current one, consistent with applicable Federal and State laws, wherever the business has an operation

Prepare policy statements

Evaluate current policies and update them as needed

RECRUITMENT/STAFFING

In cooperation with a staffing firm under contract with Elite Group, conduct searches

Prepare offer letters with language consistent with applicable law, e.g., employment-at-will

Interview candidates for a client and prepare written reports on each one consistent with the client’s key requirements for the position

Prepare job descriptions for all exempt and non-exempt positions

COMPENSATION AND BENEFITS

Done in consultation with our Benefit Consulting Practice

Complete compensation projects, including a competitive market study of current base salary and cash bonus plans. Use this data as a baseline to confirm a client's current practices or to design new, market-competitive plans for base salary, cash bonus and long-term equity, either Restricted Stock or Stock Option Plans.

Conduct benefit benchmarking studies to compare current plan designs with the appropriate market

When needed, design new benefit plans for life, health and welfare (including dental and vision) plans

RETENTION AND DEVELOPMENT

Design Performance Management Programs and prepare client’s management team to implement it effectively

At the request of a CEO or a company Board of Directors (if publicly traded), conduct a 360 Review of a key executive and his/her management team members. Prepare an executive portrait which describes an executive’s performance strengths and areas for future development

Use a focus group or survey method to identify priority development needs and design appropriate initiatives which respond to the priority needs

HR AND BENEFIT DUE DILIGENCE

Working on behalf of a private equity firm, complete an analysis of a “target” company’s human resource policies and practices, including benefits. Report the results of our analysis on a 45-item HR Scorecard

Evaluate and report on the financial effects of “change in control” language in executive contracts

Evaluate and prepare a report on the professional capabilities of the HR team in place at the “target” company

Report on the design features of the “target” company’s Pension or defined benefit plan and its 401k plan

Working in partnership with our client, the Elite Group offers these products/consulting services either at an hourly rate or on a project fee basis. Our normal and customary practice is to negotiate a project fee with our client.

The HR Consulting Practice at the Elite Group is proud of its work with our clients and looks forward to serving you.

As a Human Resources professional, you have so much on your plate - many competencies to cover. You have the ability, but you don’t have the time.

We help you get refocused. We take the burden off the HR Manager so you can focus on core business. We provide consultative and technology solutions. We maintain working expertise of industry tools and “Best Practices”.

WHAT’S HOT	WHAT’S NOT
Advising buiness owner on talent selection, retention and development	Continuosly updating benefit information with carriers such as address changes, salary increases, beneficiaries, etc.
Aligning HR initiatives with business strategy and operation priorities	Being viewed as an agent of administrative control
Designing new compensation programs — base salary, cash bonus and long term incentives Streamline Processes: Compensation Adjustments Transfers and Terminations Performance Review Cycle Benefits Enrollment Establishing performance metric for key revenue generating roles	Answering mundane employee benefit questions Contacting health and welfare vendors on behalf of employees for: claims issues locating participating providers ID card replacement Dependent Eligibility Verification Continuosly explaining benefit programs to employees
Surveying employees to determine what is working and what is not	Tracking down the most current Benefit Plan Summaries and group numbers
Designing new performance management programs	Completing monthly bill reconciliations with multiple carriers across multiple work locations
Company governance - policies, mission statement, code of conduct, handbooks	Researching answers to HR and Benefit questions
Maximize limited internal staff resources Defining the costs of all employee related programs for the business owner and controlling costs	Preparing Census Reports Defining who is exempt or non-exempt
Preparing for business expansion - new locations, new product lines or an aquisition	Preparing EEO-1 and Veterans reports
Leveraging technology - Employee self-service	Keeping track of PTO and FMLA by using Excel spreadsheets