What Do You Do When a Key HR Role Is Left Vacant?
Handling day-to-day HR functions
A Central Pennsylvania law firm was informed that their HR professional was leaving. This presented an urgent challenge, as this HR professional served over 200 employees. The law firm wanted adequate time to recruit for the role, while ensuring their internal customers were not affected by the change.
TREW was engaged to handle HR management services, including transaction services, onboarding, offboarding, disciplinary action, employee relations, performance management, benefits administration, 401(k) plan liaison, compliance, and recruiting. TREW met with senior leadership to discuss the strategic plan for the HR department, and to become familiar with their company policies, procedures, and culture.
TREW completed an HR audit to determine the best way to tackle the strategic plan. The initial projects were changing the time recording process and transitioning all employee files to an electronic filing system. TREW also reviewed and revised their handbook to ensure the policy language complied with federal regulations. We ensured policies were in place to reflect current employee numbers, such as FMLA, ADA, or EEO.
TREW assisted with recruiting by posting open positions, screening candidates, presenting qualified candidates to the hiring manager, scheduling interviews, and acting as the liaison between the candidate and hiring manager during the offer process.
TREW handled the day-to-day operations of group benefits programs, including group health, dental, vision, short-term and long-term disability, worker’s compensation, life insurance, travel, accident plan, flexible spending plan, and retirement plans. As part of this process, TREW regularly investigates new benefits programs, improves existing programs, and monitors benefits administration.
TREW seamlessly handled the HR services for the law firm to ensure they didn’t feel the absence of their previous full-time HR professional. TREW tailored our HR services to meet their needs, provided daily transactional support, and assisted with strategic planning. We were happy to help them recruit for a full-time HR person, while serving as a stopgap in the meantime.