Shared Time Human Resources Management, Inc.
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Human Resources Case Studies

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The following Shared Time Human Resources Management, Inc. case studies exemplify the opportunities and challenges we undertake on behalf of our clients and the sound, value added solutions we provide.

 
 

Human Resources News and Case Studies

 

HR Case Study 14

STHRM, Inc. Works with Growing Employer-Led Group Purchasing Health Benefits Organization with Operations in Three States

Providing service to clients since 1993, Shared Time Human Resources Management, Inc. is a value-oriented source for Human Resources solutions. Our private consulting and custom-designed systems present a high-value, low-cost solution to fixed-cost human capital issues. Our staff has more than twenty-five years of corporate human resources experience with “Fortune” listed, “Inc. 500,” and privately owned businesses. The following STHRM, Inc. case study exemplifies the type of opportunities and challenges we undertake and the sound, value-added solutions we provide.

Challenge

The client is a growing employer-led business group with operations in three states. The company establishes and manages group purchasing health benefit contracts such as pharmacy, medical, behavioral health, dental, and vision.

Solution

STHRM, Inc. is selected to conduct exempt and non-exempt employee compensation review, develop a performance management system, and review the employee handbook.

Accomplishments

  • Compensation Review

    • Reviewed current and updated exempt and non-exempt position descriptions and wrote new position descriptions.

    • Reviewed positions to ensure positions meet FLSA standards as exempt or non-exempt.

    • Sourced salaried and non-exempt wages from national, state, and local surveys.

    • Informed senior executives on compensation evaluation system to grade positions.

      • Worked with senior management to evaluate and grade positions.

    • Established exempt and non-exempt broadband salary grades for employees in three different states:

      • Range minimum

      • Range midpoint

      • Range maximum

    • Established compa-ratios and percentages of midpoint for each employee in their grade.

    • Developed merit increase budget matrix to reward performance.

    • Provided information on yearly merit budget increase.

  • Performance Management System

    • Established Performance Management System.

      • Reviewed position descriptions and updated accordingly during employee annual performance review.

    • Developed Performance Improvement Plan.

  • Employee Handbook

    • Reviewed and updated current employee handbook.

Notice: In order to maintain strict client confidentiality, business-specific information has been removed from this case study. The presented situations, activities, programs, projects, actions, and subsequent results are accurate.

If you are interested in learning more about this case study, results and services offered by STHRM, Inc. please contact, Glenn Levar (telephone: 440-979-1046, e-mail: grlevar@sthrm.com). To learn more about STHRM, Inc. visit www.sthrm.com.

STHRM, Inc. has teams and strategic alliances with executive wealth management experts, health and life insurance brokers, 401(k) providers, interim executives, professional advisers, operations professionals, third-party workers’ compensation administrators, and employment/contract attorneys.

We welcome referrals from our clients and friends. Please pass this case study along to anyone who may have a need or be interested in our services.

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