[ Our virtual services are affordable and flexible. ONLY HIRE US FOR WHAT YOU NEED. ]

YOUR PEOPLE ARE YOUR GREATEST ASSETS. WHO YOU HIRE & HOW YOU TREAT THEM CREATES YOUR CULTURE.

YOUR PEOPLE ARE YOUR GREATEST ASSETS. WHO YOU HIRE & HOW YOU TREAT THEM CREATES YOUR CULTURE.

[ Great vision without great people is irrelevant ]

hUMAN RESOURCES - PEOPLE & CULTURE

How much time do you invest in your people?
Do you have a plan to hire and retain talented personnel?
Spending too much time scheduling staff?
Unsure about labour laws and your legal obligations?

Canadian small businesses and non-profits drive economic growth, provide employment and meet the needs of Canadians every day, yet they often don’t get the guidance or support they need. We help small businesses succeed by becoming their virtual HR department. We ease the stress and uncertainty that comes with managing people by providing tools and services that help create a positive workplace culture with legal processes in place. 

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In the 1920’s it was called Personnel Administration. It evolved into Human Resources, a term coined in 1893, by John R. Commons, but took popularity in decades to come. Today, the industry is shifting, and the emerging approach to HR is termed People & Culture.

Regardless of the terminology, businesses are accountable for who they hire and the culture they cultivate. We can help create a structure, consistent processes and a positive workplace culture in your business, by offering a fresh perspective on the why and the how. By investing in your employees, you’ll benefit from your employees investing in your business in return.

"You don’t build a business. You build people,
then people build the business."

- zig ziglar

"You don’t build a business. You build people,
then people build the business."

- zig ziglar

[ Developing people. Delivering results. ]

HR SERVICES

We provide Canadian small businesses and non-profits with HR management and consulting that large businesses take for granted. And, it’s all done virtually so you’ll have access to your HR team anytime, and from anywhere.

YOUR PEOPLE

  • Recruiting
  • Screening & Hiring
  • Job descriptions
  • Roles & Responsibilities
  • Onboarding (online process)
  • Job-specific interview questions
  • General employment information
  • Manage employee records
  • Electronic Payroll Processing

Your CULTURE

  • Defining your mission statement
  • Company policies
  • Compensation and benefits
  • Non-disclosure agreements
  • Anti-discrimination policies
  • Local disabilities act
  • Safety and security
  • Work schedules
  • Vacation and leave policies
  • Standards of conduct
  • Flexible working options

STRATEGY & PLANNING

  • Organizational charts
  • HR recruiting strategy
  • Strategy to develop & retain
  • Succession planning
  • HR audits
  • Review staffing levels
  • Growth planning
  • Emergency plan & preparedness

RECRUITING

  • Job postings
  • Job descriptions
  • Screening/Assessment stage
  • Reference & Character checks
  • Review culture fit with business

RETENTION PLANNING

  • Compensation review
  • Clearly defined expectations
  • Appreciation guidelines
  • Reward program
  • Inspiring company vision

COMMUNICATION

  • Keeping people updated
  • What to share
  • What’s legally required to know
  • How to share information
  • When to update staff
  • How to keep people engaged

SCHEDULING

  • Set up a cloud-based scheduling app for your business, accessible from desktop & mobile devices
  • Ability for staff to request approval for shift swaps, shift changes, time off and more.
  • Create your weekly/monthly staff schedules (our specialization is in the restaurant industry).

HEALTH & SAFETY

  • Joint health & safety (JHSC)
  • Safety training
  • Employee security
  • Safeguarding the office
  • Keeping clients safe
  • Employee right to know
  • Insurance advice
  • Culture of safety first
  • Workers Compensation (WCB)
  • Emergency plan & preparedness

LEGAL REQUIREMENTS

  • Your legal obligations
  • Employee & Business Contracts
  • Provincial & Federal labour laws
  • Bill C45
  • Human rights laws
  • Safety training requirements
  • Job training requirements
  • WCB navigation
  • Keeping proper documentation
  • Business Manuals

PERFORMANCE MANAGEMENT

  • 30-60-90 & yearly reviews
  • Performance improvement plan (PIP)
  • Dcumentation & digital filing
  • Guidlines to provincial laws
  • Promotion strategy
  • Handling difficult conversations & dismissals

STAFF & BUSINESS MANUALS

  • It’s good practice for any business to have manuals for training staff and to cover its business processes. Not only to increase efficiency and consistency, but to comply with local and provincial regulations. We create all types of print and digital manuals for businesses in any industry.

TRAINING

  • Virtual and on-site full scale training programs for management and staff in the hospitality industry. Providing great service to customers is a must in any industry, but it's especially important in the hospitality industry. Having a bright, knowledgeable and well trained workforce will ensure the longevity of the business

"Management is doing things right; leadership is doing the right things".

- Peter Drucker

"Management is doing things right; leadership is doing the right things".

- Peter Drucker

[ People before strategy. ]

I'M A SMALL BUSINESS, DO I REALLY NEED AN HR DEPARTMENT? CAN I AFFORD IT?

Manager: What happens if we spend time training and investing in staff and they leave?
Owner/CEO: What happens if we don’t and they stay?

It is true that you may spend time and money investing in your HR and training, and staff may end up leaving at some point. The moral of the story is that your business will benefit immediately from a well-trained and well-cared for staff for as long as they are with you. And, you’ll have a much greater chance of retaining qualified staff if you invest in them, train them and treat them well. A well cared for staff will care for your business in return.

In many cases, the same issues face all businesses, no matter what your industry or your size. We can help you manage staffing and workplace culture challenges in most areas of your business. We provide experienced mentoring, training, advice and hands on solutions that are affordable and designed to work for you and your business’ individual personality.

We’ll be there for you and your staff when you need us most, at the end of the phone, via video, email or whatever suits you best. Our services are completely flexible, adaptable, and scalable to your business needs. 

  • We are 100% Canadian
  • Experienced professionals
  • Confidential & ethical
  • Reliable & timely service
  • Only hire for what you need
  • Flexible & adaptable services
  • Fill staffing gaps
  • Ensure legal compliancy
  • Help staff meet expectations
  • Increase productivity
  • Save in-house resources
  • Gain valuable time

* (stats: Kronos, ISG, Allegis Group, Mercer)

0 %
Of employers believe a great corporate culture gives their organizations a competitive edge
0 %
Of employers report that attracting and retaining qualified staff is a growing challenge.
0 %
Of businesses say employee onboarding is not used or underutilized at their organization
0 %
Employers say employee burnout is responsible for up to half of their annual workforce turnover
0 %
Of employees would stay longer with a business that listens to and addresses their concerns

"Offering something that people want includes making a company that people want to work for."

- Sahil Lavingia

"Offering something that people want includes making a company that people want to work for."

- Sahil Lavingia
[ Developing people. Delivering results. ]

PERFORMANCE MANAGEMENT

The process of managing performance includes both managers and employees. Ensuring your employees and managers are involved in the right way creates a shared understanding of what your business is aiming to achieve at the organizational level.

A good management system is characterized by effective communication, effective use of resources, better team and individual productivity, minimization of litigation risks, improved decision making and professionalism in running the business.

Aligning your business objectives with your employees’ skills and future development plans will ensure a desirable outcome. For example, you may have missed identifying an ambitious employee for promotion, which could result in either losing that ambitious employee or perhaps promoting the wrong employee. There are a multitude of issues to be looked at to ensure performance is optimal throughout your business.

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[ WE'D LOVE TO HEAR FROM YOU ]

GET IN TOUCH

We’d love the opportunity to discuss how we can improve your team’s productivity, save you time, reduce your costs and help with staffing gaps. We’re based in Cape Breton and work virtually with small businesses and non-profits across Canada.