A comprehensive total rewards review will ensure your organization applies pay equity principles, maintains internal equity and provides a competitive wage to attract, retain, engage and motivate employees.

During a full external market review of compensation, we consider comparator salary rates acquired through surveys; establish salary grids to meet the organization’s compensation philosophy; develop implementation strategies; and provide estimated full implementation costs.

For more information on our compensation reviews or to have us do one for you, use the button below, or reach out to one of our HR experts directly.

A full HR policy review and audit may be required when your organization is going through a major transition, considering how to minimize risk or lift performance. An HR audit will inform business leaders on how HR is managed and overseen and will identify gaps, risks or shortcomings. The HR audit will also focus on operational and practical matters, including policies, procedures and processes, documents and forms.

An HR audit typically includes a review of:

• Organizational chart and description of organizational structure
• Job descriptions for all roles
• Compensation structure for the organization
• Overview of any scheduling program or the approach to scheduling
• A list of outsourced HR functions
• HR policy manual and associated procedures
• Any other documents which may provide information on HR practices and their impact on employees

It is generally recommended that employees provide input to the HR audit. Employee input provides rich information on the perceived impact of current HR processes and any perceived process gaps. With the approval of senior leadership, we conduct interviews with staff, asking questions from an approved interview template to ensure consistency.

To learn more about an HR policy review or audit, request a consultation with one of our experts.

The Osborne Group’s principals have extensive leadership training, leadership development and coaching experience and credentials. We have a solid understanding of the common service needs of businesses and the challenges they face adapting to new markets, changing public expectations and new growth and business strategies.

Development sessions for business leaders and managers are custom-designed and delivered on a range of topics including:

• Building effective teams
• Coaching for performance
• Delivering feedback and handling difficult conversations
• Communicating for high performance
• Problem-solving for high impact outcomes
• Best practices for client delivery

Contact an Osborne Principal to discuss your training needs and develop a program to help your organization better serve your clients and customers.

Assignments for coaching and performance management are deeply personal and interactive between the consultant and their “coaching client”. In addition to determining the appropriate scope and time frame for each engagement, the Osborne Group’s Principal will also determine the desired focus areas for the coaching client’s development.

To accomplish this assessment, we:

• Liaise with the employer to analyze the coaching client’s current state
• Collaborate with the coaching client to determine developmental focus area(s)
• Facilitate a strategy with the coaching client for addressing the developmental focus areas
• Support the coaching client during implementation of their plan and strategy

Performance management also requires in-depth conversations between the employer’s team leader(s) and staff member prior to structuring an engagement. Contact the Osborne Group to see how we can help.

Talent management is a new, all-encompassing approach to managing and developing the people and culture in your work environment. It includes performance management, employee relations, succession planning and talent acquisition – all of the efforts required to attract, retain and engage current and potential employees.

To remain successful in today’s business world, leaders need to consider how they will work in the future, determine priorities and make the right decisions for the company.

Companies need a talent management strategy that includes elements of culture, mission and vision along with the more traditional considerations. What will an employee experience from their very first conversation or interaction with your business? How will potential employees be treated? How will they be treated once they join an organization? When they are working in the organization, will they feel the company’s values are being lived in the work environment?

Osborne Group Principal Anne Bloom writes about using this comprehensive talent management approach when conducting performance evaluations in “2021 and Beyond”.

Reach out to The Osborne Group to find out how we can support talent management in your business.

When business organizations experience transitions in senior human resources leadership, the CEO may want to take some time to evaluate the future role of HR and the leader required going forward. At the same time, ongoing risk management and the stability of the human resources operations requires continued attention while you’re searching for the right permanent HR leader. An interim HR leader plays a critical role during a leadership transition.

An Interim HR leader from The Osborne Group will assume all the responsibilities of day-to-day HR operations and tackling special projects where required. These may include:

• Developing a human resources strategy
• Assessing and implementing new human resources processes
• Managing human resources risks such as employment legislation or occupational health and safety
• Engaging and developing the human resources team
• Participating on the senior leadership and board human resources committees
• Leading the executive search process for the new human resources leader

Contact The Osborne Group to discuss your needs for interim executive support.