Strategic HR Value Proposition
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- Abigayle Golden
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1 Strategic HR Value Proposition Lise Ann Ebert, MSL, PHR, SHRM-CP Director of Human Resources The Indiana Rail Road Company Building a Road Map for Doing More with Less as a Strategic Business Partner
2 Purpose Maximize Business Profits Maximize Business Value Positively Impact the Bottom Line Firmly Establish HR as Business Partners Create Greater Sustainability Ensure Future Organizational Success
3 The Employee Life Cycle Recruiting & Hiring Top Talent Deploying Appropriate, Sustainable Compensation Strategy Managing Employee Benefits Administering Payroll and Taxes Talent & Performance Management Workplace Liability Management Workplace Safety Other Employment Law Compliance Recordkeeping / HRIS Exit
4 Business Asset Protection Strategies Goals: Avoid Compliance Fines Avoid Claims and Lawsuits Protect Business Revenue HR Areas of Impact Include: Recruiting & Hiring, Compensation Strategy, Benefits Management, Administering Payroll & Taxes, Talent & Performance Management, Workplace Liability & Safety Management, Employment Law Compliance, Record Keeping/HRIS, Exit
5 HR Expense Management & Cost Containment Strategies Goals: Reduce Business Costs in the Short Term Reduce Business Costs in the Long Term HR Areas of Influence Include: Recruiting & Hiring, Benefits Management, Administering Payroll & Taxes, Talent & Performance Management, Workplace Liability & Safety Management, Exit
6 Talent Attraction & Turnover Reduction Strategies Goals: Avoid Claims and Lawsuits Reduce Business Costs in the Short and Long Term Increase and Protect Business Revenue Increase Business Productivity HR Areas of Influence: Recruiting & Hiring, Compensation Strategy, Benefits Management, Administering Payroll & Taxes, Talent & Performance Management, Workplace Liability & Safety Management, Record Keeping/HRIS, Exit
7 Talent & Performance Management Goals: Leverage Employee Resources Maximize Employee Productivity Increase Business Revenue Increase Business Productivity HR Ares of Influence: Recruiting & Hiring, Compensation Strategy, Benefits Management, Administering Payroll & Taxes, Talent & Performance Management, Workplace Liability & Safety Management, Record Keeping/HRIS, Exit
8 Recruiting & Hiring Updated & Compliant Employment Documents: Applications, Job Descriptions, Job Posting Design, Agreements (Employment, Confidentiality, Non-Compete), Contracts, Form I-9s, Employee Handbook and Policy Acknowledgements, Current & Compliant Recruiting & Onboarding Practices: Applicant Resume Review, Manager Training on Interviewing, Interview Format & Questions, Background Checks (Criminal, MVR, DOT, Credit, VOEs), Screening Programs (Drug/Alcohol, Physicals), Benchmarking, Adverse Action, Handbook Review Employment Law Compliance: ADA, ADEA, EEO, etc.
9 Compensation Strategy and Payroll & Tax Administering FLSA Compliance Wage / Salary Research & Compliance Incentive Pay Plans Timeclock Systems Monitoring 941 Quarterly Filing Local, State, Federal and RRB Withholdings IRS Compliance Experience Rating Comprehension and Proactive Protection Direct Deposit
10 Benefits Management ERISA Reporting & Compliance ACA Eligibility and Affordability Tracking & Reporting Administering 125 Plans FSA and HSA Administering Annual Rate Negotiations Long Term Benefit Plan Cost Containment Methods Benefit Plan Reconciliation & Payment Health / Wellness Program Offerings Employee Assistance Plans Paid Time Off Policies Leave Policies Group Insurance Coverages: Health, Dental, Vision, Life, Short Term Disability, Long Term Disability Advocate for Employees in benefits resolution matters Open Enrollment Meetings and Administration Retirement Plans Tuition Reimbursement Plans, 529 College Savings Plans Employee Benefits Communication & Education
11 Talent & Performance Management Manager & Supervisor Training: Employee Counseling, Disciplinary Procedures (Policies, Actions & Documentation), Complaint Procedures, Non-Retaliation, Drug & Alcohol Screening, Performance Appraisals, Employment Law Compliance (OSHA, ADA, EEO, FLSA, FMLA) Communication of Expectations to Employees: Employee Handbook (Development, Delivery, Changes, Compliance), Skills Training Opportunities, Performance Appraisal Systems, Sharing Company Goals (Company Newsletter)
12 Workplace Liability Management & Workplace Safety EPLI Employment Practices Liability Insurance Standardized Litigation Response Procedures: Established point of contact, Timelines Employee & Supervisor Training: Sexual Harassment, Workplace Violence, Discrimination, Drug & Alcohol, Safety, Emergency Response Annual, Quarterly and As Needed Audits: Wages, Premiums, Safety Procedures, Work Environment Inspections, FELA Claims Administration: Resources, Return to Work Programs, Third Party Administrators, First Report of Injury Requirements and Documentation Post Accident Testing Thresholds and Procedures Safety Manual Development & Updating OSHA Compliance
13 Record Keeping, HRIS, and Other Employment Law Compliance Employment Rights Posters EEO-1 Reporting CRA Assistance HIPPA Compliance Compliant Document Filing, Access Controls, Retention and Destruction Procedures Compliant, Current and Regularly Reviewed Employment Forms Technology Systems: Employment Data, Payroll Data, Tax Data, Employee Self- Service Portal, HR Management Reports, Manager Portal Access to Systems and Training
14 Exit Manager & Supervisor Training: Termination Procedures COBRA Administration HIPPA Administration Exit Interviews
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