HR IS ALL ABOUT PEOPLE

The Right People
For Your Team

Great HR: When Your Employees Feel Valued, Your Company Becomes Unstoppable.

KC Chamber of Commerce Small Business Superstar

Are you experiencing any of these HR challenges?

These questions are designed to give a comprehensive overview of various aspects of HR performance and can help identify areas for improvement.

1. Talent Acquisition: Are you struggling to attract top talent or is your recruitment process slow and inefficient?

Yes, we have difficulty attracting and recruiting top talent. Sometimes our recruitment process is not as efficient as it could be. No, we have an effective recruitment process.

2. Retention: Is your organization facing high turnover rates or are you finding it difficult to retain your best employees?

Yes, we are experiencing high turnover rates. Sometimes retaining top talent is challenging. No, our retention rates are stable and satisfactory.

3. Engagement: Are your employees disengaged, leading to low productivity and morale?

Yes, many employees seem disengaged. Occasionally we notice some disengagement issues. No, our employees are generally engaged and productive.

4. Development: Do you lack structured training and development programs, leaving employees without growth opportunities?

Yes, we lack structured training and development programs. We have some programs but they need improvement. No, we have effective training and development programs.

5. Compliance: Are you concerned about staying compliant with ever-changing labor laws and regulations?

Yes, we struggle to keep up with compliance requirements. Occasionally we face compliance challenges. No, we are confident in our compliance efforts.

6. Technology: Is your HR technology outdated, leading to inefficiencies and errors in HR processes?

Yes, our HR technology is outdated. Sometimes our technology causes inefficiencies. No, we have up-to-date and efficient HR technology.

7. Diversity and Inclusion: Are you facing challenges in promoting a diverse and inclusive workplace?

Yes, we have significant challenges in this area. Occasionally we struggle with diversity and inclusion. No, we are successful in promoting diversity and inclusion.

8. Work-Life Balance: Are your employees struggling to maintain a healthy work-life balance, resulting in burnout and stress?

Yes, work-life balance is a major issue. Sometimes employees struggle with work-life balance. No, our employees maintain a healthy work-life balance.

9. Performance Management: Is your performance appraisal process ineffective, causing dissatisfaction and a lack of clear career progression?

Yes, our performance appraisal process is ineffective. Sometimes our appraisal process needs improvement. No, our performance management system is effective.

10. Strategic Planning: Do you have a clear HR strategy aligned with your business goals, or are you reactive rather than proactive?

Yes, we lack a clear HR strategy and are mostly reactive. Sometimes we struggle to align HR strategy with business goals. No, we have a clear and proactive HR strategy.

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1. Talent Acquisition: Are you struggling to attract top talent or is your recruitment process slow and inefficient?

Yes, we have difficulty attracting and recruiting top talent.

Sometimes our recruitment process is not as efficient as it could be.

No, we have an effective recruitment process.

2. Retention: Is your organization facing high turnover rates or are you finding it difficult to retain your best employees?

Yes, we are experiencing high turnover rates.

Sometimes retaining top talent is challenging.

No, our retention rates are stable and satisfactory.

3. Engagement: Are your employees disengaged, leading to low productivity and morale?

Yes, many employees seem disengaged.

Occasionally we notice some disengagement issues.

No, our employees are generally engaged and productive.

4. Development: Do you lack structured training and development programs, leaving employees without growth opportunities?

Yes, we lack structured training and development programs.

We have some programs but they need improvement.

No, we have effective training and development programs.

5. Compliance: Are you concerned about staying compliant with ever-changing labor laws and regulations?

Yes, we struggle to keep up with compliance requirements.

Occasionally we face compliance challenges.

No, we are confident in our compliance efforts.

6. Technology: Is your HR technology outdated, leading to inefficiencies and errors in HR processes?

Yes, our HR technology is outdated.

Sometimes our technology causes inefficiencies.

No, we have up-to-date and efficient HR technology.

7. Diversity and Inclusion: Are you facing challenges in promoting a diverse and inclusive workplace?

Yes, we have significant challenges in this area.

Occasionally we struggle with diversity and inclusion.

No, we are successful in promoting diversity and inclusion.

8. Work-Life Balance: Are your employees struggling to maintain a healthy work-life balance, resulting in burnout and stress?

Yes, work-life balance is a major issue.

Sometimes employees struggle with work-life balance.

No, our employees maintain a healthy work-life balance.

9. Performance Management: Is your performance appraisal process ineffective, causing dissatisfaction and a lack of clear career progression?

Yes, our performance appraisal process is ineffective.

Sometimes our appraisal process needs improvement.

No, our performance management system is effective.

10. Strategic Planning: Do you have a clear HR strategy aligned with your business goals, or are you reactive rather than proactive?

Yes, we lack a clear HR strategy and are mostly reactive.

Sometimes we struggle to align HR strategy with business goals.

No, we have a clear and proactive HR strategy.

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Business Name*

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These questions aim to highlight critical areas where a Fractional HR Leader can add value by improving HR processes, enhancing employee engagement, and ensuring compliance with regulations.

Cost Savings

By bringing in a fractional executive HR leader, you can save money on salary costs. This allows you to spend less on hiring a full-time HR executive and allows you to access the expertise of a professional who can help guide your organization’s HR strategy.

Expertise

A fractional executive HR leader can bring a wealth of knowledge and experience to your organization. They can provide valuable insight into the industry and help you develop and implement a strategic HR plan that will help your business reach its goals.

Flexibility

A fractional executive HR leader can provide flexibility to your organization. They can offer the flexibility of working remotely, which can help reduce overhead costs and provide access to remote resources.

Strategic Focus

A fractional executive HR leader can provide strategic focus to your organization. They can help guide the development of a HR strategy that is aligned with your organization’s objectives and ensure that it is implemented effectively.

Time Savings

By bringing in a fractional executive HR leader, you can save time and resources. This can help free up your internal HR team to focus on other areas of the business and ensure that they have the time and resources to devote to those areas.

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Why Choose YourHR

Fractional Leadership

As a business owner or high ranking executive, you know that your organization’s success relies heavily on the strength of its leadership.

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HR Business Partner

At YourHR, I don’t just provide HR support—I embed myself into my clients' businesses as a true HR Business Partner.

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Strategic Planning

Disruption is a reality in today’s workplace. Companies are challenged today with digitization, contingent workforces.

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Internal Branding

Internal branding is a “continuous process in place by which you ensure your employees understand the ‘who’ and ‘why’ behind your business proposition.

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If you have over 25 employees and want a Free HR Consultation fill out the form below."

Who we are

About Paul Sackett

I began my HR career 30 years ago, however I didn’t start in HR. I began my career in sales. With an under graduate degree in Public Relations, I started professionally in Advertising Sales working in both radio and newspaper. This experience allowed me the opportunity to get to know a wide variety of businesses and their challenges.

It was while I was working in foodservice sales that I was asked to attend a sales training program.

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Paul Sackett

With 30 years of experience in HR, my career began in an unexpected place—sales. Armed with a degree in Public Relations, I spent my early years in Advertising Sales, working across radio and newspapers. My journey took a pivotal turn during a sales training program, where I was introduced to the world of HR. Though unfamiliar with it at the time, I quickly found my calling and have been passionate about the field ever since.

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Your HR - Every Business Deserves Great HR!

The Right People
For Your Team

Great HR: When Your Employees Feel Valued, Your Company Becomes Unstoppable.

Are you experiencing any of these HR challenges?

Cost Savings

Expertise

Flexibility

Strategic Focus