Useful Tips for Working with a Third Party Recruitment Agency
 
​When I originally started the recruiting leg of my business, I wanted to stand out from other recruitment agencies. Keeping this in mind, what I really tried to do was contact the candidates whom I or my staff had interviewed and make sure that we left them with a positive customer service experience. I did this because I felt that the one thing that would help HR Pros, LLC stand out from a candidate standpoint would be great customer service. This was also solidified by the fact that when I asked candidates if they had a positive experience with other recruitment firms, 90 % of them said no. The reason was fairly universal: The Recruiters would call them and be “Gung Ho” about the job they were promoting but would not get back to them with any follow-up leaving the candidate without closure and feeling like the agency was only interested in them as a dollar figure. In other words, that the agency focused on providing good customer service to the companies that paid their fee but dropped the ball on customer service to the candidates who in my opinion are owed the courtesy of a follow-up call. Too many recruiters, it appears, are reluctant to tell the candidate they would not be considered for the job when the hiring manager selected another candidate. Instead of getting back to the candidate, many recruiters would just not give the candidate the courtesy of the truth (even though it was a rejection and hard to hear, it is the right thing for a recruiter to do). At HR Pros, LLC, we make every effort to engage with our candidates and to make sure we let them know if we have submitted them to a position and what the outcome is if any. Anyone that we engage with and submit to a position will hear back from us swiftly and specifically about their candidacy. Our corporate clients appreciate our follow-up with candidates as well. It just makes good business sense. 
 
3 things that make HR Pros, LLC stand out as a great recruitment firm:

1. We follow-up with our candidates that we interview for a specific job with one of our clients rather than keeping them hanging about their candidacy.
2. We treat our candidates “special”, we let them know that we may not be able to place them anytime soon but we will register them in our Applicant Tracking System and who knows the perfect job may come about down the road 1, 2 or 5 years from now.
3. We ask them to keep in touch with us. If they change jobs, we want to follow their careers so that we can keep them in mind for future positions. We let our candidates know that by registering with HR Pros, LLC, we consider them part of the Staffing agency family and we take a personal approach as well as a business approach with our candidates.

In summary, 3rd party recruiters can be good or bad just like any business entity.  I have found that treating our candidates special and on par to the way we treat our clients goes a long way in making for a great 3rd party recruitment firm.

Deb Sutton is CEO and Founder of HR pros, LLC a Parrish, FL woman owned business that specializes in Recruitment, Career Coaching and HR Consulting.

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New IRS Company Car and Truck Rate Increases for 2019

The IRS has increased the standard rate that employers can use to calculate deductible expenses for operating company cars and trucks. This new rate, raised by 3.5 cents per mile to 58 cents per mile, will be effective Jan. 1, 2019. This amount, called the safe harbor rate, can be used to pay tax-free reimbursements to employees who use their own vehicles for business. Companies that don't change their vehicle reimbursement program to reflect the 2019 standard mileage rate may start hearing complaints from employees and this  may result in lawsuits.

The IRS announced Dec. 14 in Notice 2019-02 that, for 2019, standard mileage rates for the use of cars (also vans, pickups or panel trucks) will be:

• 58 cents per mile driven for business use, up from 54.5 cents in 2018.

• 20 cents per mile driven for medical or moving purposes, up from 18 cents.

• 14 cents per mile driven in service of charitable organizations, which is unchanged from 2018.

While the standard mileage rates for business, medical and moving purposes are based on annual changes in the costs of operating an automobile, the charitable rate is set by statute.
Source: SHRM – HR Magazine

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Fighting Age Bias in the Workplace

We all know it’s out there and many of us have experienced it or read about others who have. A recent article in AARP Magazine “The Last Acceptable Prejudice” speaks to this travesty. One of the write-ins from the editorial is quoted as “I’d like to see new laws that ban any requirement (1.)  To list job, hire and degree dates on on-line job applications and (2).  A ban to listing more than ten years of job history and (3.)  To do away with requiring salary history (as 8 states have now mandated).   Age bias is still alive and well in today’s workplace albeit has become less egregious of late. Especially with the low unemployment levels and lack of qualified workers, I have seen an upswing in companies returning to their senses and not always hiring the younger cheaper less experienced workers.  Let’s hope this is a trend that will continue because baby-boomer (eg:  older workers) have a lot to offer in the workplace.
 
Source:  AARP Magazine
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​HR Pros, LLC is Proud to Announce Our Selection by NPA to be a Member/Owner

HR Pros, LLC has reached a new milestone with the honor of being selected by the National Personnel Association (NPA) to become a member/owner.  This elite group of over 500 recruitment and staffing firms worldwide has chosen HR Pros, LLC to become a member.  The qualifications for membership include a vetting of experience, education, business ownership and success. 

As a member/owner, I now have over 500 fellow recruitment professionals that I can network with, split fees with (they may have the job and I have the candidate) and a community of folks in the same business to bounce things off of, etc.
I believe this will add value to the business and open up many new opportunities in 2019.
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​Jobs Available through HR Pros, LLC:
 

• Senior Business Development Manager 2 positions in NYC. Great International company in the heart of Manhattan looking for degree and 3 -5+ yrs. solution selling information services and technology.  $70 – 90K plus uncapped OTE.  Outstanding benefits including 4 weeks vacation the first year.
• Marketing Analyst – Nashville corporate offices of a great firm in the medical staffing industry.  60 – 70 K plus benefits.  Previous medical experience preferred plus degree in business/marketing.
• Senior Client Success Manager – NYC great global giant in Manahatten.  Experience – technology sales  with Big 4 or fianancial district firms.  $60 – 80K plus OTE and awesome benefits.

 
In depth Job descriptions available – contact debsuttonhrpro@gmail.com

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Preparing for a Telephone Interview                 
                                                                            
By: Deborah Sutton
 
In a recent poll of Fortune 500 employers, 95% said that they always conduct a telephone screening interview prior to inviting the candidate to meet face to face.  When asked the purpose of such a phone interview, they pretty much unanimously responded: to screen out less qualified candidates and to ascertain (as well as possible) if the candidate may be a good fit for the position.
 
Based on the information learned from this poll, it seems that the Telephone Interview is a VERY important part of the Job Search Strategy.  Knowing how to prepare for and maneuver a successful phone interview is extremely important tool for today’s Job Hunter.  Here are some very practical yet useful steps you can take to prepare for this monumental step in the job hunting process.

1.  Absolutely make certain that if you have an answering machine and that it has a professional recording on it.  Having an “unusual” message is a big turn off to hiring employers.  More than likely they would hang up rather than leave a message on a recording that is inappropriate or silly.  And, of course this is an opportunity lost. 
2. Make certain that you alert your housemates, children, spouses or friends to answer the phone professionally and to take meaningful and legible messages.  Making a mistake on the name of a caller or jotting a wrong phone number can mean the possible loss of an interview.
3. Designate a place in your home where you can have privacy to speak to employers and set it up like a professional office as much as possible.  Make sure you have note pads and pens, a clock, free of rock music or TV noise so that you can conduct a professional phone conversation.
4. Consider the phone interview just as or more important than the face to face.  After all, if you do not wow them here, you won’t be getting a face to face.  Be prepared.  Have the Job Description in front of you and review it thoroughly.  Do your research on the company and the interviewer.  Use the company web site as well as registries like Hoovers and Dun and Bradstreet.  Check out the interviewer by Googling them, using the company website and using a social media site like LinkedIn.  You may have something in common with the interviewer that will give you points like:  graduating from the same college or being from the same hometown.
5. Make sure that your social media sites are clean of foul language, politically in-correct information etc.  Employers do check you out on Facebook, Twitter, LinkedIn and other sites.
6. Have a list of commonly asked questions that you have answered at your fingertips also.  Make sure you go over these several times and talk out loud when you answer the questions.  It may be beneficial to record your practice exercise and take note of where you need to be stronger or less intense, etc.
7. During the interview call, stand up.  Make sure you are calm and not breathing too heavily.  An interviewer will take this as a sign of nervousness.  Your speech should be clear, audible and not too fast.  Remember you are trying to present yourself as a professional and communication skills are being evaluated.
8. At the end of the phone call, remember to ask for the next step. Make sure you ask who, what, where, when…. Also try to ask if you will get a call back.  This is difficult because it takes a lot of courage and risk of rejection.  However, it is a perfect time to get important feedback.  It is possible that something you said may have been misinterpreted and this gives you an opportunity to correct any misconceptions.

Write out your ending: “May I ask what the next step in the process is?  Will you be recommending me on for the next step?  If not, may I know why not?”  Here is where you can hopefully fix any negative misunderstandings.
 
Finally, end the conversation by thanking the caller and letting them know it was a pleasure to speak to them and that you are extremely interested in pursuing the position.  Get their email address if you don’t already have it and follow up with a professional email again reiterating your interest in the company and the position and giving them a key point in the phone interview that reinforces you are a stellar candidate. 
 
Follow these steps and the chances of a face to face interview will be noticeably improved!!
 
As always – Best of luck on your job search!!
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Leading Change at Every Level – Training in Change Management
HR Pros, LLC is offering a deep discount during the months of November and December for this training:
 
Who should attend:      Executive, Supervisors, Managers, HR pros, rank and file
What size company:      Small to medium
When:  November – December sale:  Offered at ½ regular price
Where:  Your place of business                                                                 
                                                                                                                               
Learning Goals:

• Understanding Change behaviors
• Develop change leadership skills and behaviors
• Generate support for change efforts
• Improve ability to lead change

 
Contact HR Pros, LLC:  Deb Sutton – CEO – 941-776-0996 for more information.
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Weeding out Troubled Employees
 
By:  Deb Sutton, CEO HR Pros, LLC
 
Weeding out troubled employees is a topic of great concern in our current workplace.  Psychopaths, sociopaths and even narcissists can be troublesome and downright toxic to the workplace and are more common than some might think.
 
No matter how carefully an employer vets their employees, it is possible to have Psychopaths, sociopaths and narcissists slip through the cracks.  Once on the job and exhibiting these troubling behaviors, these employees must be treated like any other employee, says most industrial psychologists as well as legal counsel.
 
Important areas to note would be:  to document unusual behavior and keep as part of the performance review system.  A clear picture of the alleged behavior must be documented.  This would include areas such as dysfunctional work habits, poor job performance, abusive and disrespectful behavior.  It is suggested that company disciplinarians never use the terms psychopath, sociopath or narcissist because these individuals are smart and master manipulators and often use the law to their advantage as a weapon.
 
Even companies that use the most current and sophisticated methods to vet employees such as background checks, reference checks and drug tests, it is still possible to beat the system.  Small companies that do not utilize these practices could be setting themselves up for trouble in the future.  Need assistance with hiring, vetting, background testing, drug testing, EAP programs or the like?  Contact HR Pros, LLC we can assist you by recommending a vendor based on your needs, offering training programs for your supervisors or a myriad of other HR services to create more effective and efficient HR systems.
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Some Interesting Health Facts:                          
Source Newsmax 8/18

• 78 Million estimated number of U.S. adults who will be diagnosed with arthritis by a Doctor by the year 2040
• 54.4 Million the number of U.S. adults who have been told they have arthritis, rheumatoid arthritis, gout lupus or fibromyalgia
• Bad Dental Habits are also bad for your heart
• Eggs don’t increase heart attack risks in diabetics
• Heartburn Meds are linked to pneumonia

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reer Coaching and Counseling is a relatively new field that is gaining a lot of ground lately.  Have you ever considered the possibility of getting help in the job market?  Today, more than ever, career help is making a strong statement.  Finding jobs, though better right now than in several years (according to the Department of Labor) is still very time consuming and fraught with many new rules.  The workplace is full of new technology, practically hundreds of job boards and search engines, recruiters who generally are fresh out of college and perhaps do not know how to evaluate job skills and many other state of the art technological advances that many of us have not been exposed to.

How do I find a good Career Coach?
Finding a good, honest Career Coach can not only help when you are out of work but can also help when you are gainfully employed. Looking to advance your career may be an important goal for you but you may not have the time to pursue it due to many other responsibilities: “It can also help those who are facing a downsizing/rightsizing situation or those who are just plain unemployed.  The role of a Career Coach basically helps the unemployed, the underemployed and the over(qualified) employed.“ says Machelle Thompson, an Independent Career Coach and Legal Counsel.

What services does a Career Coach offer?  A Career Coach can offer a multitude of services to include:  

• Resume writing/revision
• Career Testing – offer DiSc, Myers Briggs and StrengthFinder
• Mock interviewing Sessions (interview practice)
• Career Search – Listing of jobs/openings candidate is suited for
• Training on various Search Engines and Job Boards
• Schools and classes for increased learning opportunities
• Cover Letters, Thank you letters and many tools and samples that are key to finding the right job.

How does one go about finding a good Career Coach?
There are many ways:  Google Career Coach, ask a friend or relative if they know of anyone, and by checking your local news sites and social media for Career Coaches.

What is the Cost of a Career Coach?
That will vary depending on the services you require.  A good Career Coach should be able to give you a free 30-minute phone consultation and then write up a plan with pricing along with other details.

Do I have to go to their office?  No, many Career Coaches can do everything on the phone and will make it as easy on you as possible.  
Finding a professional, full-service and priced right Career Coach can be full of benefits and can help anyone from the college student who moved back home after graduation to the Senior Citizen who is looking for some part time income to add to their social security check.

Written by:  Deb Sutton, MS, SPHR, SHRM-SCP, is the owner/founder of HR Pros, LLC a full service HR Consulting firm that specializes in HR Consulting, Career Coaching and Recruitment.  More information can be found at www.hrprosllc.net.

Entry Level Sales Representatives - Washington, DC 20004 USA

Compensation: $42,600 Annually (plus commission)
Benefits Offered: Medical, Life, Vision, Dental, 401K
Employment Type: Full-Time
 
Why work here?
“Awesome International Presence, Exceptional Benefits and Salary Package, Great Training and Magnificent Growth Opportunity”

We are seeking an Entry Level Sales Representatives to join our team! You will resolve customer questions and offer solutions to drive company revenue.

Responsibilities:

• Present and sell company products and services to new and existing customers
• Prospect and contact potential customers
• Reach agreed upon sales targets by the deadline
• Resolve customer inquiries and complaints
• Set follow-up appointments to keep customers aware of latest developments
• Create sales material to present to customers

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Qualifications:

• Previous experience in sales, customer service, or other related fields helpful
• Familiarity with CRM platforms helpful
• Ability to build rapport with clients
• Strong negotiation skills
• Deadline and detail-oriented
• Proven success in education/work experience

About HR Pros, LLC:

Executive Recruitment firm specializing in Human Resources, Sales and Marketing, Healthcare, and IT professionals nationally.

Our client is an Employer of Choice company with an excellent reputation. Company offers great opportunity for advancement.

Dee HRPro:  Bi-lingual English/Spanish HR Director with over fifteen years of professional HR management experience - Bachelor’s in Computer Science - Industry experience: Non-profit; Healthcare; Banking; Retail; Consulting - Tampa Bay area


Ellie O’Toole:  Excellent work ethic - Background in estimating, moving and storage industry - Former franchise owner - Prefers Bradenton/Sarasota area

Janet Doe: Kansas City MBA with HR focus, working on PhD -  High level HR executive with 10+ years of experience -  Legal organization, transportation company -  willing to relocate almost anywhere, but prefers larger metro area


CONTACT HRPROS LLC IF INTERESTED IN ANY OF THESE OUTSTANDING CANDIATES.

HR Pros, LLC is proud to announce that they will be affiliated with Executive Showcase, a Professional Presentation Firm.  HR Pros, LLC will be providing Executive Showcase with Training Materials that can be customized for HR Professionals and small business owners who have no training department or a limited one.

The firm is a state of the art newly launched marketplace for acquiring training materials and various other HR Tools.  HR Pros, LLC will be featured as one of their Signature Consultants having provided the organization high quality training materials and consulting services.

More information can be found at their web site:  www.executiveshowcase.com.

HR Pros, LLC offers individualized one on one Career Coaching for any type of position: executive, senior director level, middle management, hourly,  sales, human resources, accounting, estimating, store manager, nursing, and  medical technology are just a few samples of the careers we have successfully worked with.  

We will do everything from developing or revising your resume, career testing (use Myers Briggs and StrengthFinder) job placement, interview coaching and more.

Contact us today for a free consultation and cost analysis. debsuttonhrpro@gmail.com

Have you booked your annual required Sexual Harassment Training yet?  If not, this is your lucky day!  HR Pros is offering our Spring Special Discount:

On- Site Training for all employees – 4 hours of training by a professional HR Trainer at your business location:

• 10-30 employees (was $199.00/ee)  if booked in April - June: $129.00
  
• 31-50 employees (was $159.00/ee) if booked  in April - June: $120.00
  
• 51-100 employees (was $139.00/ee) if booked in April - June: $99.00
  
• Over 100 employees  (was $99.00/ee) if booked in April - June: $49.00
  

**Meets the State of Florida Sexual Harassment Mandatory Training Requirements.**

Each employee who smokes cost a Florida business roughly $3,400 annually.

Providing comprehensive tobacco cessation treatment as a health benefit not only improves the health of Florida’s workforce but it also improves your
$$$$$$$   BOTTOM LINE.   $$$$$$$

Find out how to get help by visiting
FTCAlliance.com.

By:  Deb Sutton, MS, SPHR, SHRM-SCP – HR PROs, LLC

It's tax season, and if you are like me you have probably been daydreaming about how you might spend your tax refund.  It seems like every year my husband and I have the same conversation that goes something like this:

Me: "Honey let’s use our refund to take that trip to the Islands we’ve been dreaming about.”
Hub:  "I think we need to take our tax refund and pay down our debt with it and then maybe put the remainder in savings.”  

Argh!! I am glad I married a logical and financially sound man who keeps us from drowning in debt but I wish he was a little more open to spending on some fun stuff.
So, in the spirit of both my wonderful husband Rick and myself, here are some ideas on how to get the best use from your refund.

Rick’s favorite:  Pay down your debt:  Of course this solution helps alleviate all kinds of stress that comes along with a heavy debt load.  Many of us have student loans, mortgages, credit card debt and car payments that weigh us down emotionally each month when those bills arrive.  Good financial Planners will advise you to use your tax refund to alleviate much of your debt.  According to recent survey, the average household has a $17,000 in credit card debt which amounts to close to $1400 in interest per year.

Gen X and Gen Y favorite:  Pay down or off your school loan:  Many 20 and 30ty year olds are stuck in the college load debt debacle.  They often are in so deep that they cannot qualify for a home loan thus forcing them to rent and often may have to work 2 jobs for a while to get the loan paid off.

Another of Rick’s favorites:  Use the tax refund to save for retirement.  Baby boomers have not been the best at savings for retirement and most of us are going to have to work well into our 70ies.  By taking a fraction of our refunds each year and putting the funds into a retirement account, we can benefit a great deal.

Deb’s fun ideas to use tax refund for:  Use to do something fun from my bucket list  - hot air balloon ride, safari vacation, start my dream business, begin a new hobby, join a gym, get weekly massages, cleaning service etc. etc.

Yes there tons of ideas out there to use your tax refund.  My advice is to be mindful of those areas that are creating stress in your life because of debt and use the formula: pay off debt 1/3, use for fun 1/3, and save for rainy day 1/3 and you can’t go wrong.

By: Luanne Kelchner
(article originally found here: http://smallbusiness.chron.com/examples-strengths-workplace-18568.html)

Employers evaluate the strengths of employees when making decisions for promotions, pay raises and participation on special projects. Exhibiting the strengths an employer values can help workers advance in their careers. Workers seeking a new position should highlight activities that illustrate the strengths, such as leading a group or work on team projects.

Flexibility
Flexibility is the ability to transition between tasks and learn new duties. The ability to learn new skills is an important characteristic of a flexible employee, but workers must also have a willingness to learn and try new tasks. Flexible workers can change priorities quickly as work conditions demand as well. Employers will consider those with flexibility for new and challenging projects for their ability to adapt quickly to new work conditions.

Teamwork
Working well with others is a strength in a team environment, such as a place of employment. Workers who are team players have the ability to relate to others, moderate conflicts and motivate team members. Team players promote the success of the team or organization above their own personal success. A strong team player will promote the ideas of his teammates if it is in the best interest of the organization.

Communication Skills
The employee with communication skills has the ability to convey a message to others through verbal and written communication. Communication skills also include the ability to listen and relate to others. Employers value workers with the ability to communicate effectively, and require it from those seeking management or supervisory positions.

Dependability
Employers look for workers who are dependable and responsibility. The dependable worker shows up to work every day and on time. In addition to showing up to work, a dependable employee is one the employer can turn to for a new task or project. With responsible employees, the manager or supervisor can rest assured the worker will complete the project on time.

Leadership
Leadership skills are a strength employers look for when promoting workers to a manager or supervisor position. Employees with leadership skills can motivate others to work at their highest level to reach the goals of the organization. Strong leaders coach and mentor other workers, identify strengths and weaknesses in others and manage employees to reach goals in an efficient manner.

Are You Ready for the New FLSA Changes?
 
Several changes to overtime rules will take effect on December 1, 2016. Some of the most important changes, that could affect you, are explained below:
 
1. Salary Threshold Changed to $913/week ($47,476 per Year)
This threshold doubles the current salary threshold level.  While this level is slightly lower than the threshold in the proposed rule, it still encompasses many employees that are currently classified as exempt. The Society for Human Resources Management (SHRM) was disappointed that the Department of Labor did not offer a more reasonable increase and set the threshold, as it has in the past, at a level designed to encompass those employees that are clearly not engaged in exempt-type work.
 
2. Automatic Salary Threshold Increases Every 3 Years (Not Annually) to Maintain Level at 40th Percentile in Lowest Wage Census Region
The Department of Labor reduced the frequency of the automatic increases in response to concerns raised by SHRM and others. Instead of annual increases, the threshold will be adjusted every 3 years to maintain the level at the 40th percentile of full-time salaried workers in the lowest-wage census region. Automatically updating the salary threshold, however, does not allow the government to take into account changing economic conditions, specific impact on certain industries, or regional differences.  It also denies the public the ability to have input on the threshold as required by the regulatory process.
 
3. Duties Tests Are Unchanged
The absence of a duties test change is a significant win for the thousands of SHRM members who expressed concern in this area. The DOL did not make changes to the standard duties test.
 
4. Effective Date is December 1, 2016.
These changes are to take place on December 1, 2016.  SHRM advocated for a longer implementation period than the standard 60 days and the final rule provides additional time for employers to prepare. With the rule going into effect on December 1, 2016, HR professionals should immediately review their current workforce to determine which employees are affected and whether to re-classify those employees and execute a communications strategy. HR should keep in mind the periodic adjustments and set a regular review process.
 
5. Highly Compensated Employee (HCE) Exemption Is Now $134,004 per Year
The final rule retains the methodology in the proposed rule setting the threshold at the 90th percentile of full-time salaried workers nationally.
 
For further clarification and additional information on these rulings and or the need for an Exemption Status Review contact Deb Sutton, HR Pros, LLC 941-776-0996 – www.hrprosllc.net.

I don’t know about you, but I am a little freakish, or maybe slightly phobic, when it comes to some insects.  Living in the South, we certainly get our share of bugs.  I have learned to live with Palmetto Bugs, (which is the sweet name for a cockroach).  I don’t even mind most spiders; I have killed my share.  But, when it comes to mosquitoes, I can get very freaked out. I once read that these tiny insects could carry more than 50 diseases; and, since they are vampires, per se, it is pretty scary what you could potentially contract if bitten.  Here are a few of the most common diseases and some statistics regarding these cases:    

• Dengue – 46 cases in the US territories – Florida, Hawaii, Puerto Rico and the US Virgin Islands.
• West Nile – in 2015 there were as many as 2015 cases in every state but Alaska and Hawaii.
• Zika – 596 cases in the U.S. Territories.

 
All three of these mosquito-borne illnesses are serious, and some may be fatal.  If you find symptoms, make sure you seek treatment right away.

Featured Jobs:

Executive Compensation Lead - New York, NY
Be a Key Player for a leading organization. Ability to develop and implement executive level compensation policies, plans and programs. Benchmarking analysis, third party surveys, compensation bonuses, salary offers, sign-on bonuses and retention plans development and implementation experience expected. Developing job descriptions and vendor management are also part of the duties for this excellent organization. Individual should be analytical, team player with supervisory experience and ability to Project Manage at a large organization.
 
Position Requirement:
-Bachelor's degree
-Certified Compensation Professional (CCP)
-Familiarity with HRIS systems
-Strong Analytical Skills - excel super user
 
Human Resources Leader - Lynchburg, VA
Excellent well-known company seeking an HR professional to lead the organization in the following: Develops and administers human resource plans, procedures and policies. Plans, organizes and controls all activities of the department. Participates in developing department goals and objectives. Develops and maintains affirmative action program; maintain other records, reports and logs to conform to EEO regulations. Maintains responsibility for compliance with OSHA rules and regulations; conduct safety training or coordinate the use of appropriate vendors for required training. Prepare and conduct training classes as needed. Conduct recruitment efforts for hourly workforce and assist managers in recruitment efforts for salaried workforce. Develop and maintain handbook on policies and procedures; communicate changes to supervisors and employees and ensures proper compliance is followed.  

Human Resource Generalist - Raleigh, NC
Work in collaboration with team members to effectively execute HR processes including talent acquisition and development, Leadership Development Review (LDR), Performance Management (PFT), diversity, salary planning, and incentive compensation planning and recruiting. Partner with other managers to understand key business challenges and organization needs, and identify and execute programs to address gaps. Lead and facilitate change initiatives through the use of HR consultation skills. Provide advice and counsel to managers on a variety of topics to optimize employee engagement, team development, and organizational effectiveness. Lead talent and employee engagement activities including planning events for employees and the community. Update local HR policies and provide guidance to employees on these and other HR policies. Work with employees and managers on investigations and employee relations matters Work within a complex matrix environment, balancing competing priorities and engaging appropriate stakeholders. Lead initiatives and participate in continuous improvement activities. Ensure compliance with all applicable governmental regulations. Administer various programs within HR such as the safety shoe vouchers, wage garnishments, military and disability leave and more. This person may also manage the company wellness program. Initial projects may include: Complete job ladders for hourly employees and get buy in from all parties Work with operations to create a more standard skills matrix and training plan. 

-BA/BS degree with four or more years of experience in human resources at a manufacturing plant is required. MBA or MS in HR related field is preferred.

In order to be considered as a candidate, the following experience must be reflected on your resume: Four or more years of HR experience in a manufacturing setting is required. Proven ability to manage a wide variety of HR programs, change management and roll-out of corporate HR initiatives. Employee relations experience is required Knowledge of HR laws and regulations including but not limited to FLSA, FMLA, ADA and EEOC is required Staffing and recruiting experience is required Other experience that we will be looking for through the screening process: Proven ability to change the business through creative problem-resolution, policy creation or lean efforts. Ability to build and maintain relationships with leadership as well as employees. Strong project management and organizational skills. Strong knowledge of lean manufacturing and the ACE operating system. Excellent presentation and facilitation skills as this person will also conduct supervisor training and present in meetings.

How to Hire Great: Keeping Succession Planning in Mind as the End Game
Deb Sutton

Most recruiters will plan to stay in touch with their new recruits through the end of the probationary period and at the end of their probationary period will then cut them loose to go their own way. But a unique recruitment method I recently heard about from a friend who recruits for a large manufacturing company, is to hire with succession planning in mind.  What does this mean, you ask? Well it means (simply put) to hire top graded talent that will be able to fill the shoes of those top individuals who will be leaving the company primarily due to retirement but also perhaps due to poor performance (Peter Principle) disability or death.  To think forward 10, 20 or 30 years is quite a time span, however, if hiring, training and career development are all part of your succession planning process, it would just come naturally that the talent you choose today would be able to progress to top. This type of forward thinking, planning and molding your talent is extremely beneficial because the people that have time and grade with the company are more than likely also going to have loyalty and commitment to the company’s core values, mission and goals.  These are the folks who have made an investment in the products and services the company provides.  They know the distribution channel, the production scheduling techniques and the marketing analytics to make the business a success.

This concept is not new….Remember the Japanese and their “lifetime employment model?"  Of course we westerners "poo-pooed" this approach as impossible for selfishly motivated up and coming Americans.  But the way our corporations have changed lately and the negative ideas that employees are expendable and are easy come easy go makes for a very interesting case study.  When recently polled a large Midwestern college had positively embraced this model as something to work towards in the future to guarantee continued success and a continuation of a company’s strategic planning process.

If the millennium generation is/was the generation that had no loyalty and would jump ship at the drop of a hat, this next generation may be the one to prove that sticking with a company for 10, 20, 30 years plus has many positives points.  One being that they will have a “faster track” to get to the top positions in the company and another that they and their family members would feel more secure and stable if they were working at the same company environment for many years.  There is something very soothing about security and it has been shown to go along way with upward mobility and productivity.

All and all it should be interesting to follow company’s who choose this new model in their strategic talent acquisition process.  Please kindly share your own thoughts and experiences.

Featured Job:  Project Manager, NYC
If you started your career as Business or Technical Analyst and have been managing small to mid-size software implementation or integration projects, this role may be the next big step for you!
The ideal person will have track record of assessing and balancing priorities and a reputation for communicating expertly across different areas and lines of businesses. As a PM, you’ll become a subject matter expert in product configuration and will be called upon for consultation as to the best use of the application in various client business scenarios. This is an exciting opportunity to grow with a global organization, work directly with clients, and gain extensive experience managing large software implementation projects.

• Bachelor's degree in Computer Science with a minor in finance, accounting or economics (preferred).
• Three or more years of PM experience with good knowledge of PM tools and methodologies (MS Project, Prince 2, PMP) Certification helpful to have
• Solid knowledge of C#, SQL, syntaxes and HTML
• Advanced Excel; VB Scripting, Pivot Tables, V-Look-ups, and building macros.
• Spanish or Portuguese Language fluency a plus.

Featured Employees:  (Names are fictitious)

Virginia Love:  B.S. Business Administration

• 12 years experience – Top security clearance
• Workday, Share point, MGI, ERP, Advance Excel; pivot tables, v-lookups, macros
• Large Government Contracting Background

 Salary: expectation  $110K

Charisma Cupid:  Honors Graduate B.S. Business with HR major

• 8 years progressively responsible experience in multi-plant facilities
• 2 years HRM healthcare background
• Will travel

Salary expectation - $100K.

Contributed by: Duke Mills - President WorkComp Solutions, Inc.

“I wish I would have known then what I know now”

Typically, there’s never a happy ending after this statement, “Because, if I knew, I would have done things differently.”

So, after years of uncontrolled rants on workers’ compensation claim management, I think I’ve made a dent.  We’ve created a checklist that identifies the leading indicators (predictive modeling) that produce adverse outcomes.  Yes, these claims cost you a lot of money and time. Employers blame insurance companies, insurance companies blame employers and doctors’ blame everyone.

It’s not the cut finger or catastrophic injury, we get that right? It’s the soft tissue, neck or knee coupled with the employee who has a sense of entitlement, unhappy at work and has a long list of co-morbidity
issues. “Houston, we have a problem.” – crew of Apollo 13

The problem is, these injuries migrate through the adjuster system with no real sense of urgency and strategy to bring quick closure that will reduce the duration and cost of a claim. So let’s be more specific and use the Pareto Principle or 80/20 rule. It’s the 20% that’s driving 80% of the cost.

Can we agree the system is wrought with fraud, waste and abuse? If so, you can no longer rely on the treating physician, adjuster, pharmacist, injured worker and the cast of supporting vendors to keep the cost down. You have to take control by gathering the information to determine the characteristics of the type of injury, employee and treatment plans, have enough red flags that have historically led to adverse outcomes and delayed recovery.

Here’s a few to think about:

• Was the employee recently reprimanded?
• If you’re aware, does the injured workers spouse collect disability benefits?
• Are there co-morbidity issues with the injured worker that would complicate recovery?
• If litigated, does the injured worker owe back child support?
• Did the injured worker complain about treating physician?

You get the idea. By shining light on this information with the adjuster you can develop strategies to mitigate or deny this claim.

Take it one step further and ask:

• Are the accident investigation, witness statements, employee report of injury and physician notes consistent?
• Has the employee been injured before and if so, was this an aggravation to a prior injury?
• Are prescriptions filled by treating physician or an independent pharmacy?

In summary, there’s a widening gap of talent in today’s workplace.  The fundamental job of H.R. Professionals is prediction. It’s the ability to combine big data intelligence with gut instincts. Here’s your opportunity to scale up and lead. Let’s create the new normal, push back and refuse to let a broken system be our guide.

HR Pros, LLC is pleased to announce that Deb Sutton, CEO and Founder of HR Pros, has earned the new Certification from the SHRM (Society of Human Resources Management) national organization to qualify for the SHRM-SCP Senior Certified Professional.  She successfully completed the initial criteria to qualify for this certification. This involved testing her body of Human Resources knowledge through the Value of HR Competency Models. SHRM is the prestigious and preeminent national organization for Human Resources Professionals nationwide. Congratulations, Deb! :)

According to Mercer’s 2015/2016 U.S. Compensation Planning Survey, the average salary increase budget is expected to be 2.9 percent in 2016, up slightly from the average increase budget of 2.8 percent in 2015. The survey includes responses from 1,504 midsize and large employers across the U.S. and reflects pay practices for more than 17 million employees.

For more information on salary increases or for other compensation expertise, contact us at 941-776-0996.

Recent federal revision activity includes five major updates to your 2016 mandatory Florida labor law posting requirements. A revised OSHA “It’s the Law” notice (revised 4/20/15), OSHA’s final recordkeeping and reporting rule (effective 1/1/2015), a revised EEOC final rule increasing fines for posting violations (effective 4/18/2014) and two revised 2016 IRS notices.  In addition to recent federal posting updates, state agencies are constantly updating their mandatory state postings, including the recent change to the mandatory Florida Minimum Wage Notice.

Need additional information on legal compliance ?  Give us at call 941-776-0996.