A start-up client in the healthcare sector found themselves growing more rapidly than projected. They had trouble finding time to keep up with the demands of the business, and needed immediate help with the recruitment for four critical roles.

Our team worked with the client to develop job descriptions, a compensation strategy, and a sourcing plan to ensure that the best possible candidate pool was established.

We were able to quickly fill the roles with top-tier professionals while the client was able to focus primarily on other business priorities.

We have since provided assistance to this client in other capacities.

A client in the private education sector with French speaking employees needed an employee engagement survey created quickly. They had run into challenges with another consultant, and discovered at the last minute that they had to start from scratch.

Our team started work the same day. We listened to exactly what the client wanted to achieve, and developed the survey with the end-goal in mind, ensuring the questions were created in both English and French.

The survey went out on time, and we were asked to compile and analyze the results to present to senior management.

The client was impressed with our efficiency and ability to offer services in both of Canada’s official languages, and asked us to continue working with them under a retainer agreement.

A client in the spa services sector struggled with the turnover of massage therapists and aestheticians. Through the exit interview process, they discovered that the compensation they offered was no longer competitive within the market.

We were able to leverage relationships in the industry, and put together a compensation survey to obtain current and relevant data. From the results, we designed a new compensation strategy for the client.

Turnover has decreased by 85% since the implementation of the new strategy, and the client has retained our services for several other major projects.

A client in the trucking sector struggled with performance issues across some employee groups. We were asked to come up with a solution.

After conducting a preliminary audit of their policies and programs, we discovered that their performance management program was dated, and not consistently used across the workforce. Some employee groups were receiving regular performance reviews, recognition and discipline, and other employee groups received no feedback whatsoever.

We worked with management to determine exactly what outcome they wanted to see from a new performance management program, and were able to build a simple system to be used across all employee groups. We trained all managers and communicated the new program to the employee base through information sessions.

The program is now used consistently, and the client has reported that both employee complaints and turnover have decreased since it was implemented. We continue to work on a project-to-project basis with this client.

A client in the maintenance sector planned on acquiring a smaller business. They wanted to ensure that preliminary due diligence was completed from an HR perspective and that there would be as few transitional challenges as possible, but they did not have in-house resources or know-how.

We helped the client from the planning stage through to final program integration and training.

The client was pleased with how smooth the process was, and we have since assisted them in the recruitment of a permanent HR Manager.