We analyze your benefits plans, onboarding process, turnover costs, and HR technology. In 30 days we find the money leaking through people operations and build the systems to stop it.
Who This Is For
Benefits are set and forgotten. Onboarding is whatever the last person built. Turnover is discussed in all-hands meetings and then not tracked. Every dollar of waste here is invisible until someone measures it.
You are the de facto HR department. Benefits were chosen based on a broker recommendation. Onboarding is an email with login credentials. Turnover is tracked in a spreadsheet.
You are responsible for everything from recruiting to payroll to compliance. You do not have the bandwidth to diagnostic what already exists while managing what is happening right now.
Payroll is your biggest line item. Benefits costs are up 18% year over year. You have a gut feeling the company is not getting full value from what it spends on people operations.
Where Your People Budget Disappears
The health plan was selected three years ago when the team was 8 people. The company now has 40. The plan has not been re-bid. The broker is still the same person, still earning the same commission, still renewing without comparison.
New hires spend their first two weeks figuring out tools, permissions, and who to ask for help. Productivity ramp takes 90 days when it should take 30. The cost of this delay is invisible until you calculate it per hire.
Analyst Josh Bersin puts the fully-loaded cost of replacing an employee at 1.5x to 2x their annual salary. SHRM and Gallup put the range at 50 to 200 percent of salary. Most companies have no tracking, no root cause analysis, and no accountability for turnover rate by department or manager.
Manual data entry between HR and payroll systems. Corrections happening after every cycle. A payroll manager spending 30% of their time fixing errors that a proper integration would eliminate.
I-9 documentation that has not been reviewed. State-specific labor law changes not implemented. Exempt/non-exempt classifications that were set years ago and have never been reviewed as roles evolved.
An ATS that does not talk to the HRIS. A performance management tool nobody uses because it requires manual data entry. A separate learning management system with 12 active users out of 80 licenses.
The Process
One engagement. 30 days. We find the waste in your HR spend and build the systems to prevent it from returning.
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