Are you a victim of your own Reward structure?
Imagine competing with over 500 local tech startups and established brands to attract and retain talent, when you aren’t one of the big fish. In small businesses, money can be tight, so how can you reward good employees without breaking the bank?
Imagine competing with over 500 local tech startups and established brands to attract and retain talent when you aren’t one of the big fish. Money can be tight in small businesses, so how can employers reward good employees without breaking the bank?
The Solution: We created and implemented a two-step plan to help the client hook new talent and keep their current employees coming back for more.
We started by comparing the salaries of eight critical positions against the market using up-to-date, local data from established industry surveys (no crowd-sourced data here, thanks!), and set out a financial plan to keep them competitive.
This client had a great learning culture, mentoring opportunities, access to the latest scientific and academic research, lunch-and-learn classes, and superior industry expertise to share with staff. However, the company had not previously shared many of these benefits with potential candidates.
So, we identified, documented, and elevated all these benefits as part of their company package. Since some benefits don’t always come with a dollar sign, we also benchmarked their traditional health plans and PTO.
The Results: The technology company was able to communicate to staff and candidates what was entirely on offer by being part of their organization, thereby increasing their competitiveness in the marketplace and helping them retain and attract the best local talent.
Although rewards play a dominant role in staying competitive, top tech talent is looking for a place where they can learn, contribute, and make a difference while maintaining a reasonable work-life balance.
Background: Hybrid of strategic and tactical People Leader needed for high-powered Ad Agency.
Approach: Social and digital cutting-edge search combined with intelligent screening.
Results: Five top quality candidates identified and vetted. One outstanding hire.
A leading creative advertising agency sought a Head of People who understood creative professionals, how to inspire and lead them, and the issues agencies face. The new leader needed a deep appreciation and passion for the work involved in brand presence of its clients. Ad agencies are branding leaders.
They excel with clients in strategies for building and promoting brands. Aligning this internally in their own people function becomes just as important and the right leader who can develop and inspire the agency’s own employer branding, is no less important here! This leader needs to do all this while tackling the agency’s people strategy, culture and ensuring process and basics are right as well. The right fit candidate is often a rare gem!
Peoplescape frequently dives into these searches whether for advertising, digital marketing, PR, and with our extensive networks, leading edge technology, tools and professional expertise, we keep exceeding expectations on quality and speed of delivery, with the last search taking 6 weeks from engagement to “Rock Star’s” accepted offer. As we like to say” “Let us cover the talent, while you run the show!”
Background: A creative consumer products and marketing start-up sought a smart HR Manager.
Approach: “Corporate giving” mission became the cornerstone of Peoplescape’s recruiting campaign.
Results: A win-win on finding matching values for the company and its new HR Manager.
When one of the world’s most successful and creative trio of entrepreneurs approached Peoplescape to find them their very first HR Manager, the team spun into action. Inspired by the giving side of the company mission, the chemistry and creativity oozing from the client and its operations, Peoplescape recruiters sharpened their grit to make an impact for the client as quickly as they could.
The team’s curiosity was unperturbed by all the “messers wrong” who had already paraded through the Company doors, only not to be quite the right level, or fit. Diving in, the team honed its understanding, clarified needs, role and possibilities.
We spent the next intense few weeks not leaving a stone unturned until a variety of excellent candidates were profiled, screened, interviewed and ready to present for short-list in line with Peoplescape’s goals of exceeding client expectations every time. In less than 4 weeks they had their perfect HR Manager signed and ready to move in.
Background: Stop-gap HR Business Partners needed for busy advertising agency.
Approach: Peoplescape placed interim HR experts on-site to hold the fort and facilitate a thorough search.
Results: Business as usual continued without disruption until permanent HR Partner was hired.
A busy Ad Agency needed a number of holes filled in their People team to support the business operations while searching for their new Head of Talent.
Peoplescape quickly tapped into its own consultant network and filled the gap, allowing the client breathing room and supporting ongoing business operations while simultaneously sourcing the new leader. This facilitated a thorough search for the perfect long-term leadership candidate to continue without pressure and enabled a more seamless transition once the big decision was made.
The new leader was then able to land, and receive an effective debrief and objective assessment of the current state on the ground.
Background: Specialty pharmaceutical firm needs superior salesperson ASAP.
Approach: Creative sourcing, recruiting technology and HR pro interviewer applied to the challenge.
Results: Senior level pharma salesperson hired within target timeframe and within territory goals.
Specialty pharmaceutical companies with flexible business models have emerged across the country at a rapid pace and are extremely competitive when it comes to gaining market share and hiring top talent. Their success depends upon seasoned sales professionals with knowledge that goes beyond complex drug uses and interactions, to include expertise in disease states, an understanding of the multi-faceted drug delivery systems and even the nuances of billing requirements.
When a multi-state boutique pharmacy turned to Peoplescape to recruit one such high-level sales specialist in California on a “rush” basis, we delivered the perfect candidate.
Not only did he fit the specific criteria for our client, he had the ability to leverage longstanding physician contacts in the precise territory. His enthusiasm for a pharmacy with an entrepreneurial management style where he could thrive with his own marketing plan, made this match a “win-win.” We, at Peoplescape, attribute our success of this project to creative sourcing, use of the latest recruitment technology, and our HR professional team of interviewers who began with a clear understanding of the client’s needs and direction.
Background: A renowned non-profit with high community visibility sought first Executive Director.
Approach: Personalized sourcing was key to locating a savvy, smart and connected local candidate.
Results: A tenacious new executive is “raising the bar” for this non-profit and its appreciative Board.
When a high-profile non-profit organization in Southern California wanted to hire its first Executive Director, the Board turned to Peoplescape to conduct a broad search to identify candidates to meet their high standards.
Considering the organizational culture and special blend of skills needed in an Executive Director, Peoplescape’s Recruiting Team initiated a thorough search using Peoplescape’s extensive networks and search tools and technology, as well as robust use of social media. A job suitability assessment was also included to provide the Board with a further tool to ensure successful integration of the new Executive Director with their organization.
A targeted talent search by Peoplescape backed by unique recruiting and assessment tools, resulted in an exceptional candidate who was hired as Executive Director in a brief window of time, meeting the Board’s timeframe and exceeding their expectations. The Board leadership was kept apprised of the recruiting progress and developments and their time commitment was kept to a minimum without sacrificing the organization’s goals and expectations to result in the best fit for all.
Background: Asian-owned American restaurant chain needs significant overhaul.
Approach: Multi-disciplinary HR team dispatched to lead changes across U.S. operations.
Results: Policies revamped within timeline for compliance, handbook, payroll, immigration and benefits.
A high end Japanese hospitality company sought comprehensive HR support for a full scope review and overhaul including, HR strategy and planning, streamlining of processes and procedures and HR system implementation across all branches of US operations. In the absence of an HR presence in the company, and scaling rapidly, the finance team had a lot on its plate. The company’s CEO reached out to Peoplescape to step in quickly and hit the ground running. We mobilized a multi-disciplinary team in a very short space of time and dived in to assist the client consolidate its infrastructure, tools and capabilities, in time for its looming launch deadlines.
Peoplescape implemented a full Audit of HR operations and compliance, through to payroll conversion, expatriate immigration, compensation and benefits and developed an Executive compensation framework. We showcased our program management expertise by breaking down the project into work-streams and phases, assigning a lead consultant to each work-stream to effectively serve the client while being mindful of budget and time efficiencies.
Despite the challenges of implementing a multi-layered project in this short a space of time, Peoplescape consultants were efficient in handling all of the company’s concerns, suggesting improvements, assisting with the implementation, and meeting deadlines with a 100% success rate. The scale of this project may have seemed daunting at first, Peoplescape prides itself on being a consultancy that adapts to the needs, challenges and time constraints of busy entrepreneurs and entrepreneurial companies. This project exemplifies that a strong team effort, effective communications and collaboration with the client can truly achieve the impossible.
Background: Human Resource Audit needed to identify gaps and strategic needs for event company.
Approach: A comprehensive HR Audit with detailed report and ranked action list provides direction.
Results: A customized blueprint for improvement of HR infrastructure and employee communication.
Peoplescape Consulting conducted a Human Resources Audit for a Los Angeles based events marketing company which had grown rapidly from a start up to a thriving medium sized enterprise. Peoplescape’s review examined the organization’s HR administration, compliance, compensation and benefits, staffing and development, as well as organizational communications, and culture.
The goal of this audit process was to flesh out the current needs of its HR operations and practices with a view to aligning the HR organization with the business goals. The audit objective included making recommendations for improvement such as stabilizing the HR department, updating job descriptions, and matching job titles to actual duties performed for clarity and cohesiveness.
The audit was also used to help this organization align annual goals with their business strategy and to bring company leaders together to prioritize these objectives.
The HR audit exercise and follow-up actions resulted in (1) reassurance for leadership that sound risk management was in place; (2) a more solid human resources infrastructure for growth, and (3) enhanced communications mechanisms across the organization.
Background: Smart entrepreneurs realize that HR start-up services are needed from the beginning.
Approach: Outsourcing HR for strategic decision making, hiring, payroll, policies and processes.
Results: Rapid start-up services combined with HR on-call builds a solid foundation and gets
the right people in the door and desired culture built from the start to protect investment and investor confidence.
Each business comes with its own unique drivers and differentiators. The one thing that they have in common is often the exhilaration of getting the right people on-board and the frustration of keeping the wrong ones. Businesses who conquer personnel challenges or have advice in place to anticipate issues before they arise and set the organization up for success are those who can focus on what they do best – running their businesses.
Peoplescape provides new business owners, start up leadership or break-away non profits with senior talent advisory services, to give them peace of mind that all compliance and solid talent infrastructure is set up successfully from the outset (new hire compliance documentation, personnel file set-up, insurance registrations and establishing best fit policies, practices, structures, titles, compensation scales and compliant operations).
Peoplescape assists in streamlining HR back office operations, including moving payroll to a cloud system and month- by-month fine tuning of operations to enhance management skills and maximize cost savings and risk management.
Many small businesses sign up for Peoplescape’s retained human resources support on-call, to maintain compliance and best practice on an on-going basis.
Background: New supervisor training and coaching for internally promoted production talent.
Approach: Phase I management training online and in-person. Phase II Harrison Assessment Profile.
Results: Enhancement of leadership skills and team dynamics through results-oriented coaching.
This small production company discovered that some of their managers, recently promoted or hired for their superior technical skills, struggled with new job responsibilities, specifically, managing staff.
PHASE I focused on a series of online and in-person management training modules and coaching sessions where managers gained awareness and skills in managing employees, confidence in handling challenging performance issues and knowledge about how to maximize employee engagement to achieve results.
In a PHASE TWO of new manager development program a job suitability profiling tool was used to emphasize the areas of strength and using these strengths to improve those areas the managers felt were letting them down in achieving their goals.
Background: Creative agency wants to learn how to lift and motivate staff.
Approach: Leadership Coaching centered on goal setting, rewards, expectations and accountability.
Results: Agency owner gained incite on motivating and supporting employees for better results.
This small, owner-run creative services business was seeking to inspire improved employee performance and motivation. The team’s performance was unfocussed, reactive and generally without a lot of passion.
With the help of coaching meetings emphasizing how to focus and motivate employees, the business owner gained a deeper understanding of how to handle the human resources challenges and to motivate her team. She implemented a little more structure, job descriptions, goal setting and follow-ups with staff members.
This achieved a clearer understanding from staff of performance expectations; increased confidence to ask for help, direction and day-to-day support and overall a more satisfying work environment.
Background: Head of Distribution Company was distracted by disorganization needed advice.
Approach: 360° review focused on roles and responsibilities, teamwork and delegation.
Results: Refocused leader can now address “big-picture” needs through delegation and action plan.
This distribution company expanded rapidly. The executive team struggled with challenges such as their cohesiveness, isolated operations, weakness of strategic direction and lack of clarity on roles and responsibilities.
Through an inclusive team review process, 360 degree reviews and a series of change management meetings, the following key business results were achieved: improved daily management of the business, permitting the President/CEO to address business-critical strategic initiatives; stronger leaders developed across the organization by re-focusing them on big-picture priorities and enhancing their competence in delegating and managing tactical work tasks Improved morale and teamwork through a common set of values, rules of engagement and improved communication mechanisms Development of action plans with assigned responsibilities to ensure execution of these plans.
Background: Professional association of business owners sought facilitator to develop A Strategic Plan and Mission Statement.
Approach: Peoplescape led dynamic discussion at a “brain trust” retreat to discover essential messaging.
Results: Strategic Plan accomplished and implementation plan followed-up by Peoplescape facilitator.
This professional association of senior businesses owners had been networking together to drive business for many years. They sought to focus their outstanding resources and energy into an organizational definition of purpose and a strategic plan to improve their impact in the marketplace.
The group was facilitated through a focused and intense, full day retreat where the team collaborated in a fun, effective and time efficient way first to develop a clear mission statement. With this in place, the group was then guided through a range of different activities and a lively and effective strategic discussion ensued where a well- defined strategic direction emerged. With these outputs in place, a focused action plan and timeline was developed so that every participant was able to impact the plan to achieve their mutually agreed goals.
After the retreat, Peoplescape followed-up with a print-out of the group’s Mission, Objectives, Obstacles and Plan of Action results. These have been incorporated and implemented by the group. From time to time, the facilitator checks in with the client to ensure that they remain on track to achieve their goals.