San Francisco HR Consultants Human Resources Management and Outsourcing for Small Businesses and Startups

Services » HR Outsourcing

Today an Estimated 65% of Companies Outsource all or part of their HR Function

Total HR Outsourcing

The right mix of outsourcing is unique to each organization and has a number of factors to consider; Employee experience, organizational goals, geographic footprint, phase or organizational growth and cost are only a few. Evaluating these factors, in conjunction with in flight initiatives – helps to create a clear path forward for the service delivery model approach.

Commonly Outsourced Human Resource Services

All organizations are different in their HR needs. The following services have been frequently requested by our client organizations:

  • Recruit new employees, interview, select, reference and background check
  • Conduct HR audit of policies, practices and operations
  • Create and maintain employee handbook and policy manual
  • Consult with managers on employee relations issues
  • Coach employee performance improvement and corrective action
  • Facilitate promotions, demotions, or position changes
  • Provide organizational assessment and develop training programs
  • Manage termination process and severance arrangements
  • Administer all benefit programs, reporting and filings
  • Analyze benefit plan design and benefits administration
  • Create total compensation communications
  • Administer all pay programs for effectiveness and equity
  • Provide administrative oversight of payroll process
  • Identify and maintain effective HR information systems
  • Analyze & administer workers compensation programs
  • Administer employee health and safety programs
  • Develop human resource department budget
  • Provide interim HR management services

Recommended HR Outsourcing Strategies

Organizations with less than 50 employees:

  • One day per week on-site to perform initial HR audit and establish HR policies, practices, and procedures.
  • Transition to less frequent periodic schedule after function is up-to-date.
  • Provide daily response to issues at all times – includes phone, e-mail, or on-site as necessary.

Organizations with 50 to 150 employees:

  • Conduct initial on-site audit on a two-day per week schedule.
  • Maintain schedule depending on HR activity level or reduce as necessary.
  • Provide daily response to issues at all times – includes phone, e-mail, or on-site as necessary.

Organizations with over 150 employees:

  • Organizations at this size typically require full-time or close to full-time on-site human resource presence.
  • San Francisco Human Resources has capacity to supplement on-site staffing as necessary; i.e., hiring for new function/ growth, benefit analysis and change, significant organizational change via restructuring or acquisition, training programs.