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HR PROSE NEWSLETTER WINTER EDITION
December 2020

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  1.  Feature Article:  I Think I've  Survived         
  2.  Health Article:  Anti- Aging Hacks
  3.  Available candidates
  4. Available Jobs:  HRBP, Field Sales, Commercial Real Estate Sales
  5. HR Pros deal of the Quarter: Sexual Harassment Training 50% off for the first quarter only.
  6. Christmas Card
  7. Exciting News!
View my profile on LinkedIn
​Team HR Pros
Deb Sutton
Machelle Thompson
​Doris Santos-Williams
Cheryl Lamb-New
​Pat Bayer

​Brandy Lynch​​
Dawn Semones

It’s Almost 2021 – And I think I’ve survived
By:  Deb Sutton

  Let’s face it, human beings are for the most part social animals.  I believe that hermits like Walt Whitman, Grizzly Adams, and the Unabomber are few and far between.  Not too many of us choose to pack up and travel to the wilderness to be far away from it all. 
The 2020 Pandemic (the Corona Virus) will most definitely go down in history as a very uncomfortable time.  Although, like most anything there is usually a silver lining.  We learned a lot about the “new normal” and honestly, some of it is not too bad. Let me share some of my thoughts about the silver linings of 2020 along with the negatives (or storm clouds) of 2020.  I am in the state of Florida so I am familiar with what goes on here versus other states.    

Family:  On the plus side, due the virus, many families got closer.  Immediate family members were forced to shelter in place and not go off on their separate adventures for a long time.  Being together brought out new ways of living together as a family unit.  Game nights, movie nights and other inside activities were prevalent. On the negative side, families that do not live close or that are high risk to catch Covid 19, were separated and isolated from their loved ones.  The elderly being the highest risk, suffered greatly.  Many Grandparents were forced to stay away from personal visits with their grandkids.  Brothers and sisters, aunts and uncles who lived far away, could not travel for a visit.  Children also suffered the negative effects.  Wearing a mask, being told it was because of a deadly virus and other sobering realities is a cruel thing for little ones going through this.  Especially given that young children have a very low chance of catching the virus.
Work:  The new normal for work has positives and negatives.  On the up side, many who were working from home found that it added extra time and money to their budget.  Not having to commute, especially the city dwellers (NYC, Chicago, and LA/SF) found they had extra dollars each pay period. They saved on gas and wear and tear on their vehicles/commuting methods. The down side to the individual was that many lost their jobs or were furloughed.  The negative to the business owner is that they lost business which in many instances could not be recouped.  Many small businesses had to severely downsize or close altogether.  Additionally, business small and large lost great employees that ended up taking jobs with other employers.  
Business:  Businesses were thriving prior to the onset of Covid.  Many small businesses as well as certain industries suffered the wrath of Covid.  Restaurants, Hotels, the Travel Industry and Movie Theaters saw sharp decreases in activity due to the virus.  Just prior to the onset in the U.S., the stock market and the economic indicators like unemployment and the GNP were healthy and soaring in some cases.  Time will tell what the outcome will be of some of these industries and small businesses.  The silver lining is that new entrepreneurial ideas popped up and new products and services that are related to infection control and mitigation were developed and marketed. 
Politics:  This year marks the touchiest political year that I can remember and especial the presidential race.  The country was pretty close to split down the middle for each candidate.  Close election calls for the House and Senate happened as well. As of this writing, the Electoral College has not met so the Presidential candidate has not been named.  There is also much debate on both sides about election fraud in many states.  The investigations and law suits are pending.
Religion:  Churches, another part of our society that has suffered, are struggling and are doing many different things to stay active and open.  Some are open and require masks, some are open and do not require masks, and other accommodate for both mask wearers and non-mask wearers.  In Florida many of our churches meet in schools and with the Covid onset, schools stopped allowing churches to meet in their facilities.  This possibly created a financial hardship for those organizations as well as creating a dilemma to the general population of church goers who suddenly found themselves not having a church building.  The silver lining is that technology enabled them to have on-line church.  Once again though, many of our elderly population are not tech savvy.
Education:  For the first time that I am aware because of this virus, kids were prevented from going to school and in some cases starting school in the fall.  Additionally, many moms made the decision to homeschool, that in “normal” circumstances would not have done this.  This has put much extra pressure on working moms.  And, children of all ages are definitely suffering as a result of not getting their social needs meant. The fear factor of death and illness the virus represents must be terribly frightening to young children.  I am hard pressed to think of many positives here.  Hopefully history will show that the kiddos didn’t suffer setbacks in learning or social skills.
The vaccine for Covid 19 is close to being distributed and the predictions indicate it will be available 1st quarter 2021.  Time will tell how things will progress in 2021.  Will things go back to how they were before?  I somehow don’t think so.  Some of us are good with change and some, not so much.  I just hope and pray that first and foremost the death toll stops.  Next. that our freedoms and liberties are not in jeopardy of being taken away.  Concerns for this has been spoken in many different venues:  heard from my friends, family, news media and other sources.  I pray that the world as we know of doesn’t become any worse for the wear because of the Pandemic of 2020.

Anti-Aging Hacks
By: Deb Sutton

  Aging is an interesting phenomenon.  For instance, did you know that once you hit around 40 years of age, whether you're a man or a woman, your body starts aging FASTER than normal? Studies have shown that without the proper nutrients and exercise, your body will age about 6 months EXTRA for every year that passes. This is shocking (at least to me) to think about. If you are 40, that means by the time you hit 44 you will LOOK and FEEL 48. And by the time you reach 60, you will LOOK and FEEL 70 YEARS OLD!
Did you know that 90% of people over the age of 35 lose enough muscle every year to burn off an additional 4 pounds of body fat? That means you not only lose the only thing on your body that creates shape, tone, and strength—you also gain more fat every year, even if your calories stay the same.  YIKES!
Did you know that all of this is reversible at any age? That there are specific ways to move, eat, and think that tell your brain to STOP this rapid aging process... and even SLOW IT DOWN to the point where you're aging less than a year for every year?
According to the research that I have conducted, this information seems pretty accurate. Often we think we need expensive creams, supplements, or other gimmicky marketing tricks to fight aging. But I don’t buy those marketing ploys in all cases.  Here are some of my favorite Anti-Aging Hacks that I think will work for anyone, male or female, and at any age. 35, 45, 55, 65, 75... you name it.
  •  Preparation H  – is a fabulous way (easy to find and inexpensive) to reduce under-eye swelling and dark circles.
  • Coconut oil, lavender and vitamin E – a recipe for Eye Cream you can make yourself…
  • Tea Bags – Great for eye bags
  • Coffee grinds – great for dark circles
  • Sunscreen, Sun Hats and Sun Glasses – the sum can do a number on your skin
  • Quit smoking – Smoking ages you – especially around the mouth (those lip lines).
  • Limit alcohol – heavy drinkers age faster
  • Make-up – They say less is best as you age and I have found this to be very true.  Find products that conceal dark circles, soft lip colors, light weight foundations etc.
  • Hair Color and Style – Keeping one’s hair color lighter and brighter.  Don’t recommend going grey unless you really look good in it.  Staying current with popular hair styles – I recommend conservative though, something about granny’s with green or purple Mohawks – yea/no.  There are several apps that let you try out your face with hair and makeup.  This is both fun and educational.
  • Exercise – from a person who hates to exercise it has been proven that work-out routines can add to a more youthful look.
  • Good health habits are important today for many reasons.  Being a wise consumer and frugal spender can be advantages as well.​
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Jobs Available: ​ 

Human Resources Business Partner: State of Oregon, Great Salary and Benefits.  Must have at least two years’ medical experience (preferably in a hospital setting) Bachelor’s degree or may substitute 5 years of progressive, recent HR experience in lieu of degree.  HR Certification preferred.  Possible relocation.
Field Sales Professional:  Seattle, Washington; Can earn up to $150,000.00 and beyond by selling this brand.  Sales in B to C.  No cold calling – all leads are provided.  Must possess two plus years outside sales experience; a proven track record of closing sales, college degree or equivalent education and experience.  Ability to work a flexible work schedule.
Commercial Real Estate Sales Professional: Several openings, Houston, Texas.  Great variable pay plan and good benefits.  Manage a team and get above average quality training for this brand.  Must possess a Texas Real Estate License.  Must have Commercial Real Estate experience.

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Candidates Available:

John – Northern California; M.A., Industrial Technology / Cal Poly, San Luis Obispo, California – Graduated with Distinction; Sales manager, curriculum developer/trainer, and published author/writer Fifteen years’ experience in Manufacturing roles – biomedical and technology.
Dorothy – VP of HR; Tampa Bay area.  Bachelor’s degree in Computer Science; over 15 years of HR experience; SHRM-SCP Certification. Fully bi-lingual English/Spanish.


​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:
Can do on site or Zoom Training

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. **
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​On behalf of Deb Sutton and the HR Pros, LLC team we wish you a joyous and blessed 2020 Christmas and 2021 New Year!
Brandy Lynch, Cheryl Lamb-New, Machelle Thompson, Doris Williams 

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Announcement
 
HR Pros. LLC is excited and pleased to announce that coming soon we will have a brand new web site that is updated and user friendly.  
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HR PROSE NEWSLETTER SUMMER EDITION 
August 2020

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  1. Lead Article: It is Okay to have a Good Cry
  2. Interesting Factoids
  3. Dental Hacks
  4. Jobs Available
  5. Candidates Available
  6. Summer Client Special
 
View my profile on LinkedIn
​Team HR Pros
Deb Sutton
Machelle Thompson
​Doris Santos-Williams
Cheryl Lamb-New
​Pat Bayer

​Brandy Lynch​​
Dawn Semones
​It is Okay to have a Good Cry
By:  Deb Sutton, CEO HR Pros, LLC

Crying is a natural response human beings have to a range of emotions, including, frustration, sadness, joy, grief and stress.  As I was home alone feeling isolated during our new normal – Covid-19 – I suddenly got that old familiar feeling of sadness and despair.  Sitting out on my Lanai I just couldn’t stop the tears from flowing and I wondered.  Is there any benefit really to a good (or for that matter bad or ugly) cry?
According to Medical News Today, crying has eight benefits.
  1.  It has a soothing effect
  2. Creates support from others
  3. Helps to relieve pain
  4. Enhances mood
  5. Releases toxins and relieves stress
  6. Aids sleep
  7. Fights bacteria
  8. Improves vision
Wow who knew?  It seems that our culture has made it a faux pas to cry in front of others.  Crying at funerals, at movies and in private seems to be acceptable.  I have to ask myself if there are so many health benefits why are we still hanging on to these old attitudes?  Perhaps this should be a part of our new normal also.  Crying seems to bring out the empath in others.  Our natural reaction is to hug and calm the crier.  That is unless we are truly a mean person.  Even crying in the workplace as long as it is not disruptive to others should be okay.  As a veteran HR person, I have had many a crying session in my office.
I do want to warn others that there is a difference between a good healthy cry and depression.  Please know there is help available for depression and make sure you do not let the situation escalate.  Have the number of your EAP or the Suicide Hotline if things have escalated to this point.

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​Interesting Factoids: 
                                                     
  • 120,000 – The number of annual deaths due to workplace stress
Source:  Stanford University

  • 77% - Percentage of business leaders who plan to invest heavily in training to help their workforce acquire new skills and fill new roles.
Source:  Sun Trust Banks Inc.

  • 36% - The percentage of men surveyed who believe women shouldn’t earn equal pay if their employers give women more time off than men for family leave.
Source Randstad USA

  • 30% - The number of employees who say they have already dipped into their retirement savings.
Source Randstad USA

  • 2.2% - The percentage increase in real average hourly earnings from February 2018 –
Source:  US Bureau of Labor Statistics

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Dental Hygiene Hacks for busy lives

​Good Dental Hygiene is paramount to remaining healthy.   Keeping up with a good dental routine could make a difference not only in your health and wellness but could also make a difference in your financial situation, your employment continuation, your ability to stay the attractive and charming person you strive to be.
Here is how to keep your smile healthy no matter where life takes you.
  • Keep a travel-size toothbrush, floss and tooth paste with you wherever you may go
  • In the event you run out of tooth paste use baking soda
  • Use tiny interdental cleaners that can brush and floss, saving you time
  • Gargle with mouthwash or water to wash food particles away if you are unable to brush
  • Chew on gum which contains xylitol after meals to help combat plaque and oral bacteria
While these hacks can help maintain your dental health, there is no substitute for the benefits of regular dental visits.               
Source:  N of the River Dental
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Jobs Available
 
Compensation Professional – located in the Charlotte area.  Need 5 years of compensation experience to include a year of executive comp.  Unusually great company with lots of perks and upward mobility.  Pay $75K– $95K plus 20% bonus. Need 4 year degree and Executive Comp experience. Resumes to debsuttonhrpro@gmail.com
 
Customer Service Professional (inside sales) located in the Bradenton/Sarasota, FL area.  Excellent pay and benefits.  Two positions, one bi-lingual.  Unique vertical in the healthcare arena.  Resumes to debsuttonhrpro2@gmail.com
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Payroll/HR Coordinator -  Great company in Venice looking for an individual who has 2-3 plus years payroll/HR experience.  Payroll for 300 employees plus HR administrative duties.  Important part of job is acting as the HR department translator  of English/Spanish.  Must have excellent Spanish and English speaking, writing skills.  Great pay and benefits.  resumes to debsuttonhrpro2@gmail.com

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Candidates Available





John – Medical/Pharma/ Sales and Sales Training.  California any part – looking for $
  
Eileen – Experienced Recruiter, Customer Service Manager, Supply Chain, Baltimore MD area.  Salary expectations $75K plus.
 
Jim – Plant Training Manager – will relocate anywhere accept NYC & New England metro, $140K plus bonus.
 
Julia – HR Staffing, On-Boarding, Assistant.  Degree, Certification SCP, Nashville area. Salary negotiable at this point.
 


Quote of the Quarter: “Out of clutter, find simplicity.  From discord, find harmony.  In the middle of difficulty lies opportunity.” Albert Einstein.

​News
Exciting News – HR Pros, LLC is partnering with Susan Howard, Founder/Owner ERPlus.  Susan’s specialties are Payroll and HR compliance for small to medium size businesses.   I have known Susan for over twenty years and I am delighted to partner with her on projects.

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​HR Prose is published quarterly and written by Deb Sutton, HR Pros, LLC, an HR Consultant, specializing in consulting with small and medium-sized companies, employee recruitment and direct staffing and career coaching. www.hrprosllc.net. 941-776-0996 business. debsuttonhrpro@gmail.com
​

   


​HR PROSE NEWSLETTER SPRING EDITION 

March 2020

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​1.
Lead Article:  Dealing with a Frankinboss
2. Catch Your Z’s
3. Social Security Regrets
4. Jobs Available
5. Candidates Available

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​Dealing with the Frankinboss
Many of us have read about how to deal with "bad bosses" in all their different forms—the temperamental, the moody, the bullying, the disorganized, the micro-managers, and the ones who take credit for their subordinate's ideas and hard work.
But can a company avoid hiring a bad manager in the first place? Are there telltale signs during the hiring process that can tip someone off to a job candidate who may end up making employees miserable?
There are, say, hiring experts.
"Some people just aren't cut out to be managers because they lack communication and listening skills," said Brandi Britton, district president for Office Team, a Robert Half company based in Menlo Park, Calif. "These bad bosses often lead to decreased morale, stress, burnout, lack of productivity, and ultimately turnover." This type of boss can be bad news for the employer and the employee.
How can a company avoid hiring a Frankinboss?
1. Use interview and selection techniques such as assessments, developing legal but telling interview questions, and even "gut" reactions by the interviewers. Form an interview committee process and get feedback from other interviewers.
2. Thoroughly vet the employee. 
Develop questions to ask the references that might spot troubling managerial behavior. Check social media sites for inconsistencies and other unusual actions.
3. If you do end up hiring, make sure policies and procedures are in place to deal with any complaints and rumors or harassing behavior.  
 
Once hired, how can a subordinate spot and deal with a Frankinboss?
The poor manager often takes credit for a subordinates' work, plays favorites, or overreacts to mistakes, which leaves employees unwilling to take risks. Some poor managers so distrust their employees that they end up redoing all the employees' work. They can be disorganized and changeable—often requiring employees to restart or restructure assignments and projects.
"I have had a few bosses who were horrible," said Michelle Thompson, an attorney and employee relations professional for HR Pros, LLC, a human resources consulting firm in Bradenton, FL. "They had to be the smartest ones in the room, and you had to agree with them. They did not want to hear differing opinions. I have seen managers who were successful as individual contributors or as part of a team but never really had managerial experience. They usually believed they had to have all of the answers and were afraid to say, 'I don't know, but I will find out."
Then there are the insincere butt kissers who "act so sweet in front of senior leadership or their peers and seem concerned about their team to others but rely on management by intimidation. They are the worst but hard to ferret out at times."
What to Do if you have a bad boss:
There are a couple of things you should do if you have a terrible boss, and they rely on your personal, professional goals, your ability to tolerate stress and stressful situations, and your overall skill sets.
1. One thing you can do is put up with the bad behavior and hope the boss gets transferred or takes a position with another company. If this is the strategy you choose, I highly suggest that you document, document, document as much bad behavior as possible. Include dates, times, and anyone that may have heard the bad expressions besides you. Be very specific.
2. Try to talk with the individual in a politically correct way, so you don't come off as being insubordinate. 
Once again, thoroughly document the discussion. Of course, this could backfire, though, so walk through this carefully. I can emphasize recording this conversation as well as bad behaviors.
3. If the individual gets to the point that they seem to be harassing you, you can go to your boss's boss, the company employee relations officer, HR Manager, Company/CEO, or whomever your employee policies dictate as your next line of defense. The more documentation and specific examples of the behavior you can show, the better and if other people in your department are getting the same treatment – suggest that they join you. Your story will be less of a he said/she said.
4. Next strategy, you can ask for a transfer to another department. 
If there are no openings, you may have to choose to leave the job or even the company. 
This sort of behavior can lead to chronic illnesses, heart attacks, breakdowns, and more.
Unwarranted harassment can create a hostile work environment in which the employer may be liable. Also, Frankinboss' can cause individuals to suffer chronic illness, heart attacks, and physical or mental breakdowns. Company owners and stockholders do not want to be legally liable and face a lawsuit and bad press concerning the workplace.
Don't wait until your physical and mental health are suffering the consequences of a bad boss. Do what you can to rectify the situation.
 
Written by: 
Deb Sutton, HR Pros, LLC, an HR Consultant, specializing in consulting with small and medium-sized companies, employee recruitment and direct staffing and career coaching. debsuttonhrprollc.net. 941-776-0996 business. debsuttonhrpro@gmail.com
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Team HR Pros
Deb Sutton
Machelle Thompson
​Doris Santos-Williams
Cheryl Lamb-New
​Brandy Lynch​
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​Catch Your ZZZ’s

It is important for overall health to get enough sleep.  When I was younger ( 20 something) I paid no attention to sleep and became sleep deprived later on in life.  It has effected me in many ways.


Here are some great tips:
 
Melatonin helps you sleep through the night.
FALSE:  It can help you fall asleep.  It won’t knock you out rather it helps you relax and fall asleep easier.
 
You can make up for lost hours of sleep with a nap.
TRUE:  Research shows that just a few minutes of sleep will improve alertness, performance and mood. But substituting periodic naps for one night of sleep can create severe sleep deprivation
 
Exercise before bed keeps you awake.
FALSE: One study concluded that not only did evening exercising not effect sleep, but it also seemed to help people fall asleep faster, spend more time in a deep sleep.
 
The older you get, the fewer hours of sleep you need.
PARTIALLY TRUE:  The amount of sleep a person needs various from individual and is affected by several factors. Most adults need seven to nine hours per night.
 
Source:  FAB FIT FUN Magazine spring 2020
 
 

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Social Security Regrets

​What lessons can today’s workers learn from retirees who have filed for Social Security benefits?  Be better prepared these survey results say:
  • 3 in 10 filed at age 62 or younger
  • Nearly 4 out of 10 regret not filing later
  • More than Half (53%) filed out of necessity, such as not having saved enough.
  • Another one third filed as the result of unforeseen issues, such as health concerns or employment changes.
  • Couples could receive $2,000 to 3,000 a month less by filing for Social Security retirement benefits at age 62 instead of age 70. 
Source 2019 MassMutual Security Pulse Check
 

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Jobs Available: 

Human Resources Manager:  Excellent opportunity for an experience plant HR Manager for two non-union manufacturing facilities in Scranton, PA. National manufacturer with opportunity to move to other positions/operations in HR.   Must have Bachelor’s degree and at least 7 years HR experience 5 of which is in manufacturing.  Prefer certifications SPHR or PHR or SHRM CP or SCP.  To $120 K -will pay relocation. Resumes to Deb Sutton – debsuttonhrpro@gmail.com

Training Manager:  Great opportunity for an experience plant training manager to support 400 employees and two non-union plants.  Must have a Bachelor’s Degree in Training and Development, Instructional Design, Adult Learning or comparable/equivalent job experience.  $90 – 110K plus relocation.  Resumes to debsuttonhrpro@gmail.com.

Account Executive:  Tampa Staffing firm has openings for AE’s with direct and/or temporary staffing experience.  Prefer some college and working for a staffing firm.  Medical staffing experience helpful. NO Job Hoppers.  $50 – 65K plus OTE – first year salary $90 – 100K plus.  Resumes to debsuttonhrpro@gmail.com.

Recruiter:  Tampa company has opening for staffing company recruiter.  Must have staffing company recruitment experience (medical a plus).  Prefer some college.  No Job Hoppers.  $45 -55 plus OTE – first year expectation 90 – 100K plus. Resumes to debsuttonhrpro@gmail.com.
 
B2B Account Executive:  Multiple locations 9 positions – Baltimore and White Marsh MD.Locations around the metro Baltimore/DC area.  Experienced Sales Pro – Hunter mentality, 90% of in the field work – contacting small to medium businesses.  Develop own leads.  Some college preferred.  2 to 5 years of experience $35 – 40K plus OTE – first year earnings 70 – 80K plus – unlimited commission.debsuttonhrpro@gmail.com.

Residential Sales Pro:  Fortune 50 company seeks a B2C sales pro in multiple positions Virginia. and MD. Entry level sales but would prefer some sales or customer service experience.  Must be able to work in inclement weather conditions.  Leads provided.  $26,000 plus OTE of $60k plus (unlimited commission. Will train - Outstanding benefits day one of training/employment.  debsuttonhrpro@gmail.com.

​Senior Systems Engineer:  Multiple positions – telework(remote) – 4 positions. Bachelor’s in Computer Science, Software Engineering, MIS or Equivalent work experience.  Knowledge of related applications, relational database and web technology.  5- 7 years’ experience as a Systems Engineer. Travel required.  Resume to debsuttonhrpro@gmail.com.


People Available:
​

Colleen – Recruiter – 22 years’ experience.  Prefers Remote but will consider other options.  Jacksonville, FL area. 

James – Training Manager 25 years’ experience. Willing to relocate to some areas.  Worked for large manufacturing concerns.  $140K plus bonus.
 
Eileen – Recruiter – 3 years’ experience recruitment and 18 years’ Customer Care Center Manager.  Maryland area.  $75K plus benefits needed.
 

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​From the staff at HR Pros – Deb Sutton, Brandy Lynch, Cheryl New, Michelle Thompson, Doris Santos-Williams

​HR Prose is published quarterly and written by Deb Sutton, HR Pros, LLC, an HR Consultant, specializing in consulting with small and medium-sized companies, employee recruitment and direct staffing and career coaching. debsuttonhrprollc.net. 941-776-0996 business. debsuttonhrpro@gmail.com


HR PROSE FALL EDITION 2019
10/27/19

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  1. Feature Article– Engaging a Multi-generational Workforce by Deb Sutton
  2. Hot Jobs
  3. Hot Candidates
  4. New at HR Pros, LLC
  5. Thank you for your Service
  6. Giving Thanks 
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How to Engage a Multi-Generational Workforce
By Deb Sutton, HR Pros, LLC
 
                                                                  My background and experience in Human Resources Management, Consulting Recruitment, and Career Coaching over the past years has taught me much about workforce culture and employee engagement. I have seen many employee cultural changes and have been involved with four generations over the years. During my career, I have always found different generations of employees fascinating to study.
This different generation of workers include employees from different educational levels, backgrounds, countries of origin, religious affiliations, sexual orientation, political differences, socio-economic differences, and many other variations of the human worker. 
From a Generational Standpoint, however, the gist of the workforce today is made up of 4 generations: baby boomers, Gen X, Millennial's, and Gen Z.
Motivation for each of these groups comes from a different place; finding out where this motivation comes from and how to best engage (recruit, hire, coach, and retain) these workers is paramount to maintaining a great workplace. 
Baby boomers are the senior workers, and they want to be recognized for their experience and longevity. These workers are getting their lives readied for retirement, and leaving the workforce can often be very traumatic. Boomers want employers to value their years of hard work and impressive work ethic. They want an opportunity to prove that they still can add value to the workplace.  
Gen Xers have different work values. They are in the process of climbing the corporate ladder or reaching the top of their salary potential. Recognizing them means they are moving up the ladder and are in control. They will feel a loss of power when their skills are replaced by someone in another generation. They are typically managers, directors, or senior individual contributors. They usually need to be able to prove themselves through promotion and more money. 
Millennial's are excited about introducing new ideas and creativity. They are often maligned for their being brought up by the older Gen Xers and younger Baby boomers. They can often be seen as living with their parents after high school or college graduation due in large by economic factors. Some studies report they are the “entitled generation.” Employers need to praise them for their new ideas and offer perks and incentives for them to stay on the job. 
The final and youngest of the generations are Gen Z’s. Gen Z’s are the youngsters of the workforce. Often called “snowflakes” because their parents taught them they were special, these younger workers cut their teeth on technology and thrive on the internet and social media. In the workplace, they may need a little extra hand-holding, but these are the folks you want to groom and give tech assignments too. There is also the stigma that they are less about-face to face encounters and use email, texting, and social media to extremes. Employers need to give Gen Z employees an opportunity to have fulfillment and excitement in their jobs. They, too, will jump ship to have community and social involvement at work as well as other perks and incentives to keep them engaged in the workplace.
 
By understanding what motivates these different generations of employees, organizations can assign them roles based on how they will best be engaged.
Boomers need to be assigned tasks that allow them to be subject matter experts and display their years of experience, which are winding down towards retirement. Generation X workers should be allowed to apply and win promotions and are typically your managers and director levels who need to display their leadership qualities. Millennial's would be the innovators who need to show their creativity and imagination whose roles should be to demonstrate these qualities. They are the entry-level managers or the independent contributors who are at the mid-stages of the career ladder. Finally, Gen Zs are just starting in their careers, and they need more entry-level roles. Paring them with Boomers will give boomers the mentor satisfaction and show the Z’s the value of a good work ethic. 
By keeping in mind the ages, values, and other variations of individuals of each generation, employers can successfully engage their workers and improve hiring, motivation, and retention practices as well as reducing the expensive cost of employee dissatisfaction and turnover.

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HOT JOBS
HR Pros, LLC is recruiting for the following positions:
  • Recruiters – 1099 – agency recruitment experience – excellent commission plan and flexible work hours. Remote needs a home office. Those recruiters who can bring clients and candidates to the show will be given the priority for hiring. Locations open –will consider all time zones in the U.S.  Opportunity to earn $50 – 75K annually.
  • Recruiter –Nashville– a great client who is growing business. Recruitment of technology or medical positions preferred. Degree and two-plus years of experience. $ 45K plus commission. 
  • Account Executives (4)– Tampa, FL, Degree preferred plus 2-5 years of b2b sales experience. Excellent work environment, little travel, super-compensation/bonus plan. $ 70 -90K
  • Field Sales Representatives (15 positions) multiple NE locations. B 2 C experience helpful. Excellent pay and benefits – first-year salary plus commission is mid $63K. Will train. Paid training. Ability to work some shift work.
  • Apply for these positions on Indeed and get full job descriptions or send resumes to debsuttonhrpro@gmail.com 
  • Note – use this information to put the jobs on the HR Pros web page
 
HOT CANDIDATES
Gerry – Excellent Senior HR Generalist Lives near Orlando– can do Lakeland or Orlando.
Tyrone - Technology Sales Manager – Looking to lighten travel load – remote position in the Houston area.
Terri – HR Business Partner ready for a Director or VP role. Tampa to Venice – open to relocation. Needs multi-industry experience. 
Polly – Bradenton/Sarasota – HR Manager – experience in profit and non-profit.
Jane– Degree plus 20 plus years in food & beverage – purchasing, supply chain management
​Todd– Senior Account Executive in the building trades Industry – Tampa, FL - will travel.

​Receive resumes on these individuals, contact HR Pros, LLC debsuttonhrpro@gmail.com  941-776-0996.
 
 
​New at HR Pros, LLC
 
HR Pros LLC is now a proud owner member of a consortium of Recruitment Agencies that numbers over 500 worldwide.  This opens up a whole new aspect for us in that if candidates that are looking to make changes apply with us and we do not have a position that fits their demographics, we can share them with a plethora of recruiters throughout the U.S. and abroad.  This is a fabulous addition to our bandwidth. 
 ​


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THANK YOU FOR YOUR SERVICE

​With Veteran’s Day fast approaching, the men and women that serve(d) our great nation are once again
on our minds. Most of us have hired Veterans in our roles as Human Resource professionals, but how
many of us actively target Veterans to fill open requisitions? Other than being socially responsible, there
are many reasons to consider building hiring initiatives that create pipelines of Veteran and Military
Spouse candidates. One of which is your P&L and recruiting budget.
Based on our research, most companies are unfamiliar with a Department of Labor program that
incentivize employers to hire Veteran and non-Veteran target groups that have historically faced
barriers to employment. The Work Opportunity Tax Credit (WOTC) program rewards companies with
tax credits up to $9600 per Veteran hired. There are no caps to the number of Veterans a company can
hire in a year and no caps on the associated credits earned. Because these are “credits” and not
deductions, the credits earned are dollar for dollar returns to your P&L.
Let’s face it, we’ve all been asked at one time or another, to find money or trim costs. Imagine if you
hired just ten Veterans in a year with an average tax credit of $5400. That’s an additional $54,000 of
found money. Could that help your recruiting budget? Could that fund an additional employee or save
one?
My bet is, you’ve not only hired Veterans in the past, but probably have unknowingly hired employees
from other WOTC target groups. Unfortunately, you can’t file in arrears for those hires, but you can put
things in place to ensure you don’t lose future credits. WOTC is a government program and of course it
comes with deadlines and requirements that have to be met in order to claim the tax credits.
Fortunately, there are companies that specialize in helping you with the paperwork so you maximize the
credits earned. VTC Veteran Tax Credits is one such company that offers a turnkey solution that is quick
and easy to implement. It combines a software platform that takes you from sourcing to credits with an
easy to use applicant tracking system. It also gives you access to source Veterans that are looking for
their next career and are pre-certified for the tax credit. The VTC software will process the required
paperwork for all target groups including the non-Veteran groups with the appropriate governmental
agencies on your behalf. They take the mystery and headache out of collecting these valuable credits.
To find out more, visit their website at https://veterantaxcredits.com. If you use the coupon code: HRPros, you’ll get the first month of the 1 Star subscription, discounted to $0 so you can try it out risk free.  
by:  Craig Washburn Founder/CEO VTC Veterans Tax Credits
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A Special greeting from the staff and management of HR Pros, LLC at Thanksgiving.  We are sincerely grateful for your business, friendship, confidence and loyalty to HR Pros, LLC, over the years and wish you and yours a heartwarming Thanksgiving Holiday!
 
Deb Sutton, Owner/Founder
Rick Sutton
Brandy Lynch
Cheryl Lamb New
Pat Bentley
Machelle Thompson
 
Deb Sutton, M.S, SHPR, SHRM-SCP is the founder and owner of HR Pros, LLC, a successful national recruitment, HR Consulting and Career Coaching business located on the west coast of Florida. She can be contacted at debsuttonhrpro@gmail.com (941) 776-0996 website: https://www.hrprosllc.net

November 2015 Newsletter

11/25/2015

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From HR Pros to you and yours :)
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 October 2015 Newsletter

10/23/2015

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Our Team is Growing!


HR Pros, LLC is growing again – We have successfully received several new projects which involves needing great new team members.  These folks are making our growth a reality.  Thank you for your contributions!!

Winsome Allen
Maria Franco

Bob Gagnon
Suzy Louk
Brandy Lynch

Tina Sutton


HR Pros, LLC is also proud to announce our affiliation with some great companies.  

1. Archer Company: Well known for their compensation work with government; we will be assisting Chip King, and Jim Battigaglia with compensation projects. 

2. Anderson Thornton: a well known Tampa Bay Benefits provider; we will be assisting Patrick and his team with HR services provided to his clients.

3. ConsultStu: A highly regarded consulting firm; we will be partnering with Stuart Charlson on HR projects in the near future.



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 September 2015 Newsletter

9/24/2015

1 Comment

 
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The Changing Role of Your Employee Benefits Broker

by Daniel J. Forssell, AAI 

So what is the role of your employee benefits broker? If you work in the field of Human Resources, you likely interact with your company’s employee benefits agent, whether it is top-level decision making, or the daily administration of benefits – or both. As an HR professional, you’ve wrestled for many hours over how the Affordable Care Act is going to impact your company, and even your own role in your company. Workshops, seminars, webinars, and Google (even if you won’t admit it) have informed you, but have you considered how the role of your agent has also evolved in recent years? New laws, regulations and industry changes have dramatically altered the landscape for agents, and should alter your expectations.

It wasn’t very long ago that every property & casualty agent or financial planner wrote a few group health insurance policies “on the side”. They were already doing the Workers’ Compensation or 401k, and so why not write the medical too? Things were relatively simple and transactional with health insurance – market the renewal, make the spreadsheet, conduct open enrollment and presto! – the group was good for another year.

Buyers of benefits are quickly realizing that this just doesn’t cut it any more. Benefits can no longer be done "on the side," but demand a highly specialized, cutting-edge, dedicated professional. Strategic marketing of your renewal is more important than ever as rates skyrocket. Compliance is the buzzword of the day, and for good reason. Technology offers promising solutions, but brings with it a thousand new questions and concerns.   

You are fighting tooth and nail to keep health insurance costs down, but every year it is a battle. Your renewal offer doesn’t seem justified based on the limited claims data you are made aware of. Because of the Affordable Care Act, plans are bloated with new covered services, and underwriters have their hands tied with new rating methodologies. You just changed carriers last year and you know it isn’t good to change too often. A good broker will help you develop a 3-5 year strategy, not just a 12-month Band-Aid.

New regulations abound and they make your head spin. As soon as you think you understand one, another comes to your attention that you had forgotten about, or maybe never heard of! You are doing what you can to keep up, but it just feels overwhelming, and there’s a nagging sense that you are out of compliance in some important areas. A good broker will provide you with objective resources that help you plainly see what compliance looks like for your company – and how to get there.

Multiple paper insurance applications for each employee is your ongoing nightmare, and you have the paper cuts to prove it. Technology seems like it could make life easier, but are your employees ready? Direct feeds to the carrier, reduced errors and reconciled billing sound great. The only problem is there are dozens of technology vendors and after a while they all look and sound alike. How do you know which one is right for you? A good broker will be well-versed in this new technology and guide you through selection and implementation.

This is a whole new frontier for the entire benefits industry, and that is a good thing. Pressure creates diamonds, and all of the current turbulence with employee benefits is prompting great products and technology to be developed. It is also having a positive impact on the broker community as the demands of our clients are ever-increasing. Can you say that your broker is one who has changed with the times?  



2015 Survey Reveals that Companies are Looking to Increase Workforce Size

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fAccording to the 2015 HireRight Employment Screening Benchmark Report, which surveys over 3,000 HR professionals, a significant business growth is planned for this year.  76% of respondents predicted they would increase their workforce size this year with more than 55% planning significant growth of 3 %or more.  Additionally, 51% said “finding and retaining talent” was their top business challenge.  The key initiatives planned by employers include:

 Developing effective employee training programs (43%)
 Improving candidate experience (38%)
 Developing Leaders (37%)
 Creating a positive Culture (36%)
 Maximizing Employee Engagement (35%)

Source link:  http://www.businesswire.com/news/home20150225005283/en/HireRight-Benchmark-Report-Reveals-Recruiting-Retention-Talent#VOhBco47um4


September & October Special

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We are offering a discounted fee for an HR Compliance Review during the months of September and October.  We will provide a complete HR compliance review which involves a comprehensive on-site review of HR systems, polices, plans and programs and compiling a detailed report with recommendations.  Our fee will be discounted to $800.00.  The usual and customary fee for service will go back to $1,200 in November.


Currently Featured Candidates

Human Resources Manager/ Director – Tampa Bay area; Full Generalist with 20 years experience in HR with Multiple location experience, bilingual.

Regional Director of HR – Tampa Bay area; with 15 years experience, most recent in the medical device industry. 

Human Resources Business Partner – Los Angeles area; with 13 years of HR experience with large global companies.


Current Open Positions

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 Visit Job Openings for complete descriptions.

HR Manager – Ohio Manufacturing Company
Affirmative Action Coordinator – Medical Facility in NJ
HRIS Analyst – District of Columbia suburbs
HR Generalist – Retail or Food Service Background – Virginia
Marketing Manager – Information Technology – NYC
Sr. Marketing Analyst – Financial Services Industry – Wisconsin
Benefits Director – Health Care, NJ


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June 2015

6/30/2015

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Recruitment for Veterans

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Do you have a recruitment program for veterans? 

A new survey exposes the many challenges that veterans face in transitioning from military service to the civilian world. A recent Bureau of Labor Statistics survey stated that there were more than 21 million U.S. veterans in 2014. Additionally, every year approximately 240,000 to 360,000 leave the military service. Yet despite all the attention the topic receives, 80% of the 700 employers surveyed by Futurestep, a Korn Ferry company specializing in talent solutions, do not have veteran-specific employment solutions.

"Transitioning military members bring with them invaluable skills. Experiences and traits, such as communication, individual accountability, impeccable execution and natural leadership, are all valuable to the hiring employer," according to Bill Sebra, president of Futurestep North America.

What can you as an employer do to rectify this situation?

Organizations that are committed to helping vets find civilian jobs view supporting vet hiring initiatives as an important part of their employment brand. The companies can set hiring targets, launch internal initiatives to educate vets in business skills, create military-friendly careers, websites, and participate in military job fairs.

Another way employers can help vets successfully transition to a civilian career includes inviting them to an online talent community where they can ask questions and share information about themselves. In addition, current employees who have made the transition can be showcased.

Roy Mauer - SHRM editor



HR Pros Employee of the Month - Introducing: Bev King

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Beverly King, Recruiter at HR Pros, LLC, works on part time basis primarily sourcing candidates and working with our Temporary and Staffing Divisions. Bev, originally from Connecticut, has had a plethora of HR experience and has owned and operated her own Snelling and Snelling search firm.  She has been with HR Pros for over five years and is an awesome recruiter.
Bev spends her spare time watching the Rays with her honey, Pat and enjoying the beautiful Florida sunshine. 

Thank you Bev for your outstanding service with HR Pros.
 


Summer Special!

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We are offering a discounted Fee for any Search assignments during the months of June, July and August.  Our rates will be reduced from 20% to 15 % during this time.  We specialize in Human Resource, Marketing and Sales Professionals and currently have a large pipeline of excellent candidates ready to take on their next great position.  To get the discount, mention that you saw the HR Prose article.  



Current Open Positions

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Visit Job Openings for position descriptions.

Senior Employee Relations Manager   Portland, ME  
Director of Total Rewards  Portland, ME
HR Business Partner  Houston, TX
Director of Public Relations  Novato, CA
Director of Human Resources  Novato, CA 
Procurement Analyst  Indianapolis, IN
Senior Human Resources Business Partner  Santa Clara, CA
Instructional Design Specialist  Ann Arbor, MI 
Associate Buyer/Planner  Saint Louis, MO
Senior Compensation Manager New York, NY

Jobs Provided by ZipRecruiter




Have a great summer!

We will see you back in September
with our next issue of HR Prose.


 

 

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May 2015

5/25/2015

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Telecommuting: Win-win for both Employers and Employees

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According to the Remote collaborative Worker Survey, conducted by Connect Solutions, of those who work remotely at least a few times a month:
77% report greater productivity while working off-site
23% are willing to work longer hours from home than they would on-site
42% feel just as connected with colleagues as they were working on the premises

In another survey conducted by Global Workplace analytics:
95% of employers say telework has a high impact on employee retention
46% of organizations that permit telework say it reduces
attrition
37% of the 1,500 technology professionals surveyed said they would take a pay cut of 10% to telecommute.

Technology advances have helped significantly with the success of telecommuting.  The use of e-mail, instant messaging, video conferencing and phone conferencing have all aided  in the management of telework.
 



Summer Special!

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The discount for contingency search is being extended during the months of June through August! We are also offering a discounted fee for any search assignment during the month of June, July and August.  Our rates will be reduced from 20% to 15 % during this time.  We specialize in human resource, marketing, and sales professionals and currently have a large pipeline of excellent candidates ready to take on their next great position.

To get the discount, mention that you saw this HR Prose article.
  



HR Pros, LLC Employee of the Month - Introducing Jay Mitchell

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Our newest team member, Jay brings to HR Pros three decades of human resources management experience.  His career has taken him from specializing in compensation and benefits, employee relations and recruitment to senior levels of HR generalist positions across a broad spectrum of industries.  Most recently, Jay has focused his time on talent acquisition, with a focus on public relations, marketing, IT, engineering, and sales.  His key to success has been his ability to tap into cutting edge sourcing methodologies, conducting thought provoking thorough interviews and his knack for ongoing, upfront communications with both the candidate and hiring managers.  He has a bachelor’s degree and an MBA in management with a sub specialty in HR. 

For leisure, Jay loves spending time with his puppy Chester, plays competitive scrabble, is a financial markets enthusiast, an avid tennis fan, and considers himself a political junkie.




Currently Featured Candidates & Positions

Candidates:
Talent Acquisition Manager – Chicago area, with 15 years of experience.

Regional Director of HR – Tampa Bay area; with 15 years experience, most recent in the medical device industry. 

Senior Sales Manager – South East preferred but would relocate for right opportunity.  20 years in Sales and Sales Management.


Human Resources Business Partner – Los Angeles area with 13 years of HR experience with large global companies.

For resumes of these or any of our other awesome HR, Sales, Marketing/PR candidates, contact us at:
debsuttonhrpro@gmail.com.

Positions:
Buyer/ Planner – St. Louis, MO  area

The buyer planner will work closely with the CFO, Procurement manager, and COO, to ingrate forecasts and create a procurement plan for both purchased and produced goods. In addition, the buyer planner will be responsible for procurement of MRO (non inventory goods), and some inventory goods.

The buyer planner will specifically:

• Spend the first 6 months learning our procurement processes, vendors, and product
• Perform as the backup to the Procurement manager for all inventory purchases
• Work with Procurement manager to create PO’s, determine procurement amounts, and monitor inventory levels
• Help with negotiating supplier contracts and service agreements
• Take ownership of all capital and non-inventory procurement
• Own data entry for all Bills of Material, Item Master and other planning data

Planner Duties
• After spending 6 months learning procurement, transition 40% of time to the planning function
• Monitor monthly sales against forecasts and report major deviations
• Participate in quarterly forecasting meetings as the voice of supply chain
• Create a monthly production plan based on forecasts and inventory levels, another metrics
• Work the CFO and COO to set target levels of inventory for finished goods and components
• Communicate Production plans to procurement and production personnel
• Help feed procurement and production plans into the yearly budget
• Work with the entire supply chain team to head off supply issues before they impact logistics


Qualifications:
• Four year degree required
• 5-10 years of experience (In purchasing or supply chain)
• Knowledge of the tea and beverage industry a plus
• Experience in supply chain planning and procurement required
• Willingness for occasional travel
• Strong analytical skill set
• In depth knowledge of Excel and spreadsheets
• Any supply chain or purchasing certifications a strong plus
• Self-motivated and high attention to detail

For additional information on this and other positions currently available, visit the "Job Openings" tab at the top of the page, or simply click here. You may also contact Deb Sutton at debsuttonhrpro@gmail.com.



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April 2015

4/21/2015

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Are You Classifying Your Employees Properly?


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Did you know that DOL Wage & Hour Division Claims of wrongful termination have skyrocketed.  In 2012, the Wage and Hour Division handled over 40,000 claims and recovered a record 280 million in back pay for employees.  Many of these cases involved employees who were improperly classified as exempt from overtime.  It may be time for your company to take a look at "exempt" versus "non-exempt" status.  HR pros, LLC can help you with this task and give you peace of mind that you won’t be liable for damages .  Contact us for a free quote.

Spring Special: HR Audit

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Let’s face it – Government Compliance is complex and complicated.  Laws are constantly changing in the federal, state and local governments.  Perhaps it is time for an HR Audit of your human resources systems.  During the months of April and May we are offereing a special on audits.  Here is what our audit will include:

•             Review of employee handbook and other formal personnel policies
•             Review (spot check) of 10 employee files and 10 terminated files
•             Review of payroll procedures and records
•             Review of employee classification
•             Review of workers compensation documents
•             Review of unemployment claims
•             Review of HR required posters
•             Review of benefits records and documents
•             Review of FMLA, medical leave, and retirement documents
•             Review of performance appraisal/promotions/demotions
•             Review of all hiring practices
•             Review of termination practices
•             Review of grievance procedure
•             Review of safety program

The cost of the audit will be based on the size of the company. All of the items listed above can be modified to fit your needs.  We are discounting our costs by 20% during April and May.  Contact us for a free cost estimate.


HR Pros, LLC's Employee of the Month

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HR Pros, LLC Employee of the Month - Erin Sutton

Erin is HR Pros, LLC’s Marketing and Operations Manager.  She has been with HR pros, LLC for just over a year and has had some great successes including development and maintenance of the HR Pros, LLC website:  www.hrprosllc.net;  our LinkedIn pages; Facebook page; and anything that has to do with Marketing and Communications.  She also designed and developed HR Prose (this very publication).  Erin will be learning other facets of the business to include recruiting over the next few months.  Please join me in congratulating Erin on a job well done.


Currently Featured Candidates & Jobs


Candidates:
(fictitious names used)
April Showers
Accomplished Director of Benefits and licensed health and life insurance agent with 21 years' experience in healthcare and employee benefits. Skilled in benefit plan design, contract negotiations, vendor management, employee benefit communication, and HRIS and IT program configuration for large corporations with multiple locations throughout the U.S. and globally. Unique ability to understand and implement all aspects of the ACA to maintain regulatory compliance


May Flowers
Human Resources Professional with 18 years experience. Specialized expertise in hiring, employee relations, training and development. Additional experience in payroll and personnel records administration. Work effectively with manufacturing production personnel, manufacturing supervision, and management at all levels.

For resumes of these or any of our other awesome HR, Sales, Marketing/PR candidates, contact us at:
debsuttonhrpro@gmail.com.





Jobs:

Senior Manager Human Capital Research 
This role plays a critical part in the design, development, and implementation of HR analytics and research in support to business and HR strategic planning and decision making process. Reporting to the Director, HR Strategy, the Senior Manager, Human Capital

Research position requirements are:
Master’s degree in Statistics, Economics or Finance

For additional information on this and other positions currently available, visit the "Job Openings" tab at the top of the page, or simply click
here. You may also contact Deb Sutton at debsuttonhrpro@gmail.com.

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March, 2015

3/24/2015

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Reference Release Authorization Forms

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Hopefully, most companies worth their salt will check references on their new hires.  However, did you know that it is legally prudent to obtain a reference release authorization form from the candidate you are checking.  You are more legally protected with this release form than without one in the event your candidate decides to take legal action against your company as a result of failure to hire due to a reference.  By signing the reference authorization form, the candidate is aware and in agreement to you checking specific employment/education/background etc.  In the event that you decide not to hire based on the references, you are more protected because you have obtained the candidates permission.  HR Pros, LLC can assist with preparing policies and forms involved with the pre-employment process.  We have a complete and thorough forms/policy library and can customize these forms to fit your needs.  Contact us for more information and a free price quote. 


Using Assessments

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Many employers choose to use assessments as a part of their pre-employment on on-boarding process. HR Pros, LLC can assist you in selecting and providing these assessments. Some of the most frequesntly used assessments include:

Wonderlic

Strengthsfinder

DiSC

MyersBriggs

Selling Skills Inventory

Leader/Manager Profile

For more specific information, contact HR Pros, LLC for a free "Introduction to Assessments" conversation. 



HR Pros, LLC's Employee of the Month

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I am pleased to announce that Charles (Chuck) Rizzo has been named as employee of the month for HR Pros. Chuck has been with HR Pros for two years and is a superstar recruiter and HR professional. Prior to joining HR Pros, Chuck had a long and successful career in the Tampa Bay and Connecticut areas in human resources management. Besides consulting, he has worked in manufacturing, hospitality, and non-profit organizations. Please join me in congratulating Chuck for his awesome work ethic, stellar business savvy, and his enthusiastic "can do" attitude in all that he accomplishes.


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February 2015 Newsletter

2/16/2015

1 Comment

 

Labor Law Poster Update for 2015

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Attention HR folks – Are you up to date with your Mandatory Labor Law Posters?

Florida was one of 24 states that recently underwent a Mandatory Labor Law Poster Change.  If you have not taken action, you may be out of compliance!  Let's remedy that today – contact HR Pros, LLC  to assist with your compliance needs. We offer complimentary needs assessment and a quote for further services.  We can also automatically alert you whenever a change occurs, so that you can stay on top of the updates effortlessly.  


HR on Call

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We now proudly offer HR on Call - a subscription service that allows for an annual membership for all your HR needs.  Pricing based on size of company (number of employees). Outsourcing is a proactive approach that can improve productivity as well as reduce costs.  It is the goal of HR Pros, LLC  to provide high quality HR services allowing its clients to select from a host of HR services which will be customized to meet their individual needs.
These services range the gamut of:

I. Employment
    
Recruitment and staffing projects - New Hire Orientation Program Development - Manpower Planning - ADA compliance - Affirmative Action Plan 

II. Compensation
        
Salary Plan Design - Writing Job Descriptions - Compensation Surveys - Performance Appraisal  

III. Benefits
Benefit Plan Analysis - Benefit Cost Containment - Plan Document Design - Worker’s Compensation Analysis - Unemployment Cost Analysis - FMLA - Drug and Alcohol testing - Employee Assistance Program

IV.  Employee Relations
Regulatory Compliance -  Employee Handbooks - Personnel Policies - Employee Suggestion Programs - Employee Retention Programs - Employee Opinion Surveys - Preventative Labor Relations

V. Training
Management/Supervisory - Team Building - Leadership - Sexual Harassment - Diversity - Time Management

VI. Human Resources Audit
Review of HR systems, policies, procedures & programs - 
Development of Strategic Initiatives

VII.  Outplacement
    
Career Workshops - Individual & Group Career Counseling - Manage Career Centers - Resume writing/job finding techniques

We are reasonably priced - competitive with our marketplace - call us at 941-776-0996 for a free assessment and project quotes.



Why Some Recruitment Agencies May Not Call you Back

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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 and sincerely tried to do was contact the candidates whom I or my staff had interviewed and make sure that we left them with a positive 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.  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, what the outcome is.   Anyone that we engage with and submit to a position will hear back from us swiftly and specifically about their candidacy. 

Deb

Written by Deb Sutton, MS SPHR
CEO/Founder, HR Pros, LLC



1 Comment

Happy 2015!

1/4/2015

0 Comments

 
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HR Pros, LLC is a human resources centric, "state of the art" company with a very simple focus.  We want to put the "heart and soul" back into the business world.  In keeping with this idea, we challenge you to hold us accountable for extraordinary service, above reproach business ethics and a model of honesty, integrity, and superior "best in class" human resource services. 

Our business model incorporates three tiers of business service offerings:  

  • Executive Search - providing superior contingency and retained search services in the areas of HR management, sales, and marketing; 
  • Career Coaching Services - designed to create and realize career dreams; 
  • HR Consulting Services - with a wide range of products and services to choose from.

Whether you are looking to hire fully vetted exceptional talent in the human resources, sales, or marketing arenas, are looking for a career change in any professional field, or are in need of human resources consulting assistance, we guarantee you will be completely satisfied with our unique way of providing these business services.  Our client testimonials give you a special insight into how we have been and will continue to be a great success force. Each of our three specialty areas has a separate dedicated page - so please peruse the website and once you are ready to move forward we would be delighted to give you an up close and personal free consultation which will further highlight how we can serve your business needs. 

All the best to you in 2015, 
Deborah (Deb) Sutton, MS SPHR                                         
Founder & CEO             
941-776-0996  
debsuttonhrpro@gmail.com


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