Services

Here are examples of the work we accomplish:

Talent Development

Defining the road maps to success for different roles in YOUR organization
Building behavior-based competency models that are relevant in your organization to guide more successful selection, development, and advancement, giving your managers specific guidance for performance evaluations, feedback, and coaching.
Creating sourcing and selection processes to place the best right person in each role
Introducing mentoring and coaching programs that build loyalty, trust, and high performance
Creating the skills training programs that will make specific, defined improvements in the performance of your organization based on our mutual assessment and aligned to accomplishing your goals

Employee Engagement

Improving employee engagement – that willingness to give discretionary effort that creates high performing organizations
Gathering and evaluating feedback from employees through confidential surveys, assessments and focus groups to help you assess key opportunities for improvement
Developing employment policies that reward your top performers while managing outliers, building your reputation as one of the best places to work while efficiently managing costs.
Building employee recognition and rewards programs that motivate and are manageable, deliverable, and cost-

Manager and Supervisor Development

Improving effectiveness of first line supervisors and managers
Raising the skills of those who manage managers of other people, understanding that managing other managers is a separate, and sometimes more challenging, skill from managing individual contributors
Giving managers effective tools to improve the performance levels of those they manage
Minimizing potential employment litigation and liability risk through building manager skills and understanding of risks

Leadership Effectiveness and Strategic Planning Facilitation

Helping leaders be more effective through customized training programs and executive coaching
Facilitating leadership teams and boards in strategic planning discussions to achieve consensus on creative and achievable outcomes
Moving planning into action with specific task, tactics, and assignments to meet objectives
Succession planning to assure you have the right depth of talent available as your organization expands and opportunities arise, and lower disruption if the unexpected occurs

Compensation Strategy and Planning

Aligning compensation strategy to your organization’s objectives for improved impact and expense management
Developing incentive and total compensation programs for high retention, motivation, and performance
Managing compensation and benefits costs while rewarding and motivating the right people

Change Management

Developing the communications strategy, training and support to get your employees through an organizational change productively, with high morale, and as rapidly as possible
Outplacement planning and staff workshops, training, and coaching when downsizing is necessary; helping those departing do so with dignity and support while building confidence in the organization among those continuing
Pre-merger/acquisition due diligence to ask the right questions and uncover issues related to employment obligations, benefits obligations, potential conflicts and potential litigation

Risk Reduction

Compliance and risk assessments — giving a second opinion to your existing team on their practices and procedures; identifying items that may have been overlooked as a best practice, a regulatory requirement, or an emerging change in the law
Developing systems, policies and practices that lower the potential for employment litigation
Improving selection practices to minimize hiring and promotion risk; establishing processes that comply with regulatory and anti-discrimination requirements
Training managers and coaching HR practitioners or managers on employee relations and anti-harassment to decrease the risk to the organization

Diversity and Inclusion

Helping your organization successfully meet the business imperative of building an inclusive workplace that attracts, retains, and motivates the best talent
Assessing your current environment and identifying opportunities to improve
Developing awareness and building skills for working across boundaries of differences of all types

HR Systems and Processes Design and Implementation

Planning and implementing the right human capital management platform for your organization
Defining requirements and managing implementation of human resources information systems (HRIS), payroll systems, recruiting systems, and learning management systems
Facilitating development of specifications and vendor selection to meet your needs

Interim Leadership Assignments

Mentoring, coaching and developing your existing human resources manager or team to supplement and develop their skills
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Interim and part time HR executive services for your organization
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Great people in one’s organizations deserve the coaching that will allow them to reach their potential. .
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R. Rushton Paul Consulting, LLC
www.RRushtonPaul.com

Human Resources Consulting in Richmond VA delivering practical, effective business results.

HR Consulting in Richmond, VA