HR Resources Offered

At Nuovo, our HR administration services help your company stay healthy and compliant. If HR Consulting focuses on the macro-level HR issues of best practices and employee development, HR administration services focus on micro-level HR details like paperwork reduction and leave of absence management. By instituting best practices and keeping the HR machinery of your business up-to-date, HR administration ensures the safe workings of a company moving forward.

Therefore, HR administration services keep your company tuned up and productive.

Human Resource (HR) support can cover a wide range of services, but typically it involves outsourcing key HR functions like onboarding, compliance, payroll, and benefits to an external party. HR support may also include consultancy and practical advice.

HR outsourcing solutions are particularly popular for start-ups and SMBs who are yet to establish their own full-fledged HR and People teams. External HR support can help save time, money, and resources while ensuring the business remains HR compliant.

Consulting and Projects

Completing an HR Project is a good fit for your organization if your business is suffering from specific HR pain-points, but is not ready or able to pursue HR Outsourcing. Many of these projects are completed in a short timeframe, although some may require a long-term commitment. Common HR consultancy services include:

Recruiting Services
HR Audit and Operational Review
Compensation Strategy and Planning
Employee Training
Comprehensive HR Strategy
Succession Planning
Leadership Development and Coaching

HR Outsourcing

When you choose Nuovo HR’s outsourced HR services, we can function as your entire HR Department, or we can just manage certain key elements of your HR Department to improve administrative, operational, or strategic HR capacity. Companies with an existing, in-house HR team may choose to augment existing processes by bringing on our team members, while companies without HR may be looking for full-service HR outsourcing. Our team members commonly assist clients with hiring, compliance, management support, the creation of employee resources, and addressing difficult employee issues as they arise.

Other areas of focus include:

HR Infrastructure
Processes and Procedures
Payroll Support
Hiring and Termination Assistance
Employee Relations
Employee Questions
Open Enrollment Support
Compliance/Risk Reduction
Employee Handbook Development and Updates & Policies
Handling challenges and “HR Emergencies”

HR Compliance

We Do the Heavy Lifting.

An HR Assessment is an in-depth review of your human resource practices, procedures and policies. But don’t let that scare you. We promise to do the heavy lifting. We start the process by giving you a very detailed checklist to review before we come in. That way you know exactly what areas we’ll be diving into when we start the audit. Here are some of the areas we examine during the HR audit:

HR Strategy: “Are my HR people or is my HR process truly aligning over here with what I need it to do from a business standpoint?”
Recruitment: “What ways can I be more efficient and effective in attracting, developing, and retaining the best candidates for my business?”
Business Culture: “How can I take my employees to the next level?”
Legislative Compliance: “Am I doing everything I can to avoid expensive litigation?”
Safety & Risk Management: “Do I have everything posted that I need to?”
Compensation & Benefits: “Is my compensation & benefits package hindering or enhancing my employees’ performance?”

HR Assessment

We will begin our assessment by inspecting all the key areas of human resources. During our comprehensive assessment, we will evaluate the following:

Overall HR Strategy
Recruitment practices
Legal Compliance
Workflows and processes
Training and development
Performance management
Current technology vs. future needs (automation opportunities, etc.)
Employee relations activities and approaches
Termination processes/offboarding
Feedback mechanisms in place now and needed for the future
Forms management
Benefits processes/workflows
Current state vs. future state of human resources
HR organizational structure analysis
Overall findings and recommendations from the above areas

We utilize a standardized, proprietary questionnaire and data information sheet as a guide during our review of best practices. Additionally, we may consider feedback from leadership and other employees to gain an understanding of the needs of the HR department, areas for growth, and necessary learning and development of staff.

Training and Development

Our team is composed of highly experienced HR professionals bearing the titles of PHR, SPHR, and even GPHR who have been assisting companies just like yours for many years.

You can see a list of our employee training programs below (or contact us if you have a specific program in mind that you don’t see here).

Integrity HR Employee Training Programs
Sexual Harassment Prevention
Performance Appraisal
Difficult Employee Discussions
Coaching for Improved Performance
Managing Change
Interviewing Skills
Online Interactive HR Training
Leadership Training & Development
Compliance Training
Supervisory Compliance Programs
Communication Effectiveness
Respectful Workplace Training

Employee Handbook

A comprehensive employee handbook prevents many work-related problems from occurring while providing legal protection for a company. Hence, HR administration keeps an employee handbook up-to-date, ensuring all employees are treated fairly

Wage and Labor FLSA

The Fair Labor Standards Act (FLSA) establishes a minimum wage, overtime pay, recordkeeping, and youth employment standards that affect employees in the private sector. HR administration keeps your company in compliance with the FLSA.

Compensation Services

Performing proper research, benchmarking positions against industry standards, and preparing accurate job descriptions from the start can ensure a competitive and fair wage to your employees, which can have a dramatic increase on their performance levels – and, in turn, your company’s overall productivity.

A properly designed compensation structure designed around solid industry research is a vital step to attract, retain, and motivate employees. If you have noticed that your employees are not living up to their potential, there is almost always something you can do to improve their motivation

DEI&A Services

Without proper planning and a clear vision, your new DE&I initiative may lose focus. Large changes must be supported by everyone at the company, starting with the organization’s leadership team. As the first step of any DE&I initiative, it is important for CEOs and executive leadership to reflect upon how increased diversity and inclusion at the company fits into your existing mission statement and vision. This insight will allow your company to develop policies and strategies that align with your values.

Integrity HR’s human resources team has the certifications and expertise to strategize and smoothly implement a DE&I initiative that honors your vision. We are ready to perform a needs assessment, gap analysis and strategy session to help you identify the priorities and goals for your DE&I program. We will also help you determine how to measure the initiative’s impact on your company’s culture. If you would like to learn more about any of our DE&I service

HR Resources Offered

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