HR Support Services in Chicago, IL
You have a business to run and perhaps you still need to hire or appoint someone as your human resources manager. Before you do, consider a dedicated HR support service from My Mail Center to assist you. Our team has all of the necessary skills and equipment to help you with a variety of HR support services to keep your company in Chicago, IL, running smoothly and optimally.
Reliable HR Support
From HR consulting and compliance auditing to email and phone support, we can provide you with unbeatable HR support services. And although we are located in Chicago, IL, My Mail Center has the ability to provide support to companies who need dedicated HR help nationwide.
You don’t have to take on the bulk of human resources work alone as you try to run an up-and-coming business — let My Mail Center help. Continue reading to learn more about our extensive HR services. For more information, you can also visit our FAQ page.
Human Resource Services
ConnectHR provides a broad menu of HR services. From a low cost, economical, complete service package, dedicated HR support to an assigned HR consultant, you can select the HR service that best meets your needs.
It is our objective to provide the best solution for you and your company regardless of the size of your business and the employee and operational requirements. For a nominal fee, we can provide all of the regulatory and legal HR requirements and support necessary to stay compliant in today’s business environment.
To learn about each of our services review the information below.
Human resources consulting
OUTSOURCING HUMAN RESOURCE CONSULTANTS FOR MANAGEMENT COMPLIANCE SUPPORT
Few challenges affect businesses as significantly today as the mishandling and the incorrect disposition of employee related issues.
Many small and medium size companies delegate employment and HR issues to operations executives or other employees who may not have the specialized training necessary to navigate these operational areas correctly, and in compliance with state and federal regulations.
A company of this size may not presently have the budget for a full-time HR consultant or administrator, which is why our dedicated HR Support is the ideal solution.
ConnectHR's turn-key support solution provides growing businesses with the tools you need to properly administer a complete and comprehensive Human Resources Services Program.
PROTECT YOURSELF FROM POTENTIAL LAWSUITS, MITIGATE POTENTIAL LAWSUITS.
PROVIDE FORMAL HR SUPPORT TO EMPLOYEES WITH A DEDICATED HR REPRESENTATIVE.
Let ConnectHR support you in handling HR compliance strategies for 1 to 1000 employees with:
Unlimited telephone and e-mail support
Personal, hands-on guidance on how to document performance evaluations, corrective action issues, terminations, and other employee management related matters.
Employee Handbook Review
Customized employee documents — Pre-Hire through Separation
Compliant employee file models
Required state and federal posters
Bi-weekly HR tips and monthly newsletters
HIPAA guidance
Review of Injury and Illness Prevention Program
Our dedicated HR support provides the building blocks you need to select, manage, and retain valuable employees, and to increase your confidence and control over employment issues. It provides you with the documentation forms, strategy and support necessary to be in compliance with regulations and laws that can impact you as a result of employee/employer interactions.
FLEXIBLE HUMAN RESOURCES CONSULTING SERVICES
Our consultants help you manage your regulatory compliance, policies, and procedures; recruitment and selection; employee performance management, and compensation and benefits at a cost comparable to an internal HR function.
The key in selecting a company to work with a dedicated HR Generalist with your organization is to be certain that the consultant has the ability to become an integral part of your organization.
They must be able to understand your culture, your processes, and your products. The HR consultant must also posses the skills and knowledge required to work on your particular project, a proven history of success, and willingness to partner with you and your staff to accomplish the results needed. ConnectHR’s consultants are able to meet a wide variety of needs from day-to-day administrative work, to mapping out a strategic plan for your company’s long-term success.
Regardless of company size or industry, all organizations must:
- Attract, develop and retain knowledgeable workers
- Engage and motivate people
- Ensure effective communication
- Implement practical policies and systems to provide the framework for business success
- Ensure compliance with state and federal regulations.
ConnectHR’s consultants can serve as your staff resource in all areas stated above. We can offer custom solutions to minimize time and effort.
We are effective HR consultants because we are:
Objective Observers – We are professionals who are free of prejudices that may influence insiders.
Strategists – We can assist management with interrelationships among short-term objectives, and lay out immediate steps to move the organization toward longer term HR strategic goals.
Catalysts – We can upset the status quo and use action items to move the approved processes forward.
Creator of Programs and Methodology – We can assist you with creating a plan of action to achieve organizational HR goals.
Personal Counselors – We assist management with their roles and objectives for each HR initiative.
Information Experts – We provide information relating to important HR topics.
For more information on the HR Advisors On-Site Human Resources Consulting, please contact us.
HR compliance audit
A business should run like a clockwork that is focused on key priorities.
HR COMPLIANCE AUDIT PROCESS
An HR compliance audit provides you with a road map to intelligently plan your future needs.
The process includes the following:
- Ask questions pertaining to all written documents and review as necessary.
- Evaluate any files, forms and organization charts that are in place.
- Interviews with key management personnel to learn management philosophy and current HR practices.
- Prepare written analysis of the HR function and identify requirements for meeting compliance, including identification of key action items and the timeline.
After the audit, a ConnectHR consultant can assist in developing the following vital tools if necessary, as well as responding to other HR situations and issues as they arise.
This is a sampling of tools that may be developed depending upon needs and requirements :
- A policy and procedures manual (Employee Handbook) that is comprised of company guidelines and directives. It will prepare management to handle a majority of employee related issues. While the emphasis is placed upon clarity, equity and consistency of practices, the policies will be written to encourage the use of judgment and discretion in their application.
- An equitable and competitive Compensation Program that can help motivate employees to achieve and maintain high performance and productivity levels.
- Job Analysis and Job Descriptions for correct employee classifications (exempt vs non-exempt), pay differentials and overtime/shift premiums.
- Performance Reviews and Promotion Procedures
- Sexual Harassment Prevention Training (mandatory requirements)
- New Hire Orientation Program
- Rules, Regulations and Discipline Procedures
- Hiring Processes
- Termination Process
- Health and Safety Program
- An Injury and Illness Prevention Program
Major issues that, by law, should be addressed are:
- Equal Employment Opportunity (EEO) and Equal Pay
- Fair Labor Standards Act (FLSA)
- Immigration Reform & Control Act (IRCA)
- Employee Polygraph Protection Act
- Consumer Credit Protection Act
- National Labor Relations Act (NLRA)
- Worker's Compensation
- Injury/Illness Prevention Plans
- Jury/Witness Duty Leave
- Military Duty Leave
- Pregnancy Disability Leave
- Sexual Harassment
The final audit report contains the following:
- Executive Summary
- Audit Observations and Recommendations
- Recommended Action Plan
We can also be engaged to work with the company on a longer term basis to respond to the recommended action plan and/or other HR matters.
For more information on our Human Resources Compliance Audit, please contact us.
1-9 employee file audit
The Immigration Reform and Control Act of 1986 requires employers to verify the identities of their employees and ensure that they are legally eligible to work in the United States. Employers must have a properly completed Form I-9 on file for all current employees.
With each Form I-9 violation ranging from $110 to $1,100, conducting an internal audit is the safest way to protect your company from potential fines.
While different employers may have different methods of storing their employee records (electronic vs paper), the document, security and retention requirements are all the same.
ConnectHR’s Form I-9 and Employee File Audit provides:
- A thorough review of each Form I-9 and employee file
- A report detailing the results of the audit (missing forms, incomplete forms, incorrect forms)
- Guidance on how to make corrections to the Form I-9 in compliance with USCIS guidelines
- Guidance on how to ensure employee files are in compliance with state and federal record keeping and retention requirements
For more information on our Employee File and I-9 Audit, please contact us.
Employee handbook development
An employee handbook is a fundamental requirement of a sound HR program. ConnectHR will develop an employee handbook that establishes the guidelines directing day-to-day contacts between the employee and the employer, which will serve to minimize possible misunderstandings and potential conflicts. The employee handbook will clearly and simply present the organization’s philosophy, objectives, policies, employee benefits and other aspects of the employment relationship. In addition, it will provide a convenient reference to help guide employees and management.
The morale of any working group depends to a great extent upon the effectiveness with which an organization’s policies and operating procedures are communicated. When communication between management and the employee is direct and easy to comprehend, misunderstandings and unrest are less likely to occur.
CONTENT OF EMPLOYEE HANDBOOK
The contents of the employee handbook differ according to the needs and objectives of each organization. It may be used as both a guide during employee orientation, and also as a recruiting aid and a PR tool. The employee handbook should be designed to build interest and enthusiasm, and help the employee identify with the organization.
Among the more important subjects that will be included are:
- A brief review of the company’s history
- A statement of the organization’s philosophy
- A statement of each of the principal policies
- Operating rules and commonly observed customs
- Applicable state and federal laws
- A summary of various employee benefit plans
Job description development and implementation
THE CORNERSTONE OF AN EFFECTIVE HR PROGRAM
ConnectHR provides a comprehensive service that identifies the role requirements in the organization, and develops and designs the job description and concurrent skill requirements for that role. The proper job description allows the organization to accurately identify what needs to be done, and what type of candidate can successfully fulfill the duties of that position.
ConnectHR can guide you through the relationship of job descriptions and ADA requirements so that the company is in compliance and not subject to lawsuits. The correct job description will allow the company to properly set the objectives for that role and assure that they are congruent with the objectives and goals of the company. Lastly, the proper job description will allow the employee to understand their role, and allow both the company and manager to properly assess their performance.
FUNDAMENTALS OF STAFFING SOLUTIONS: DEVELOPMENT AND IMPLEMENTATION OF JOB DESCRIPTION
WHAT IS A JOB DESCRIPTION?
A job description explains the duties and responsibilities of the job itself, not the characteristics of specific individuals performing the job.
WHAT QUESTIONS DO JOB DESCRIPTIONS ANSWER?
WHAT is being done?
WHY is it being done?
HOW is it being done?
BY WHOM is it being done?
Is this what the company needs TODAY?
HOW ARE JOB DESCRIPTIONS USED?
Communication: Used in discussions between employees and managers – job descriptions give a clear understanding of the position's major duties and responsibilities.
Performance Appraisals: Provides the information essential in measuring employee performance against the standards for the job itself.
Salary Administration & FLSA Classifications: Used in salary structure development and proper classification of positions (exempt and non-exempt).
Recruitment and Selection: Used to indicate the knowledge, skills and abilities required to do the job successfully.
Training and Development: Useful in planning an employee’s progress within the company.
WHAT ARE THE MAIN PARTS OF A JOB DESCRIPTION?
Job Title: This reflects both the level and the nature of the position.
Payroll Classification: This indicates if the position should be classified as exempt, salaried, or non-exempt, hourly.
Summary: This is a brief statement that explains why the position exists and what must be achieved.
Major Duties and Responsibilities: What action is being performed? To produce what expected outcome? By using what information, procedure, method, etc.?
ADA and reasonable accommodations: Denying employment opportunities to an applicant who is a qualified individual with a disability is discrimination if the decision is based on the individual's need for reasonable accommodation. Employers must consider hiring a qualified disabled applicant if he or she can perform the job with “reasonable accommodation”, but only if you will not incur undue hardship.
ConnectHR can guide you in completing the job analysis used to write the job descriptions for each position in your company.
Management and Employee training
Management & Employee Training
Proper HR training enhances a supervisor’s basic skills to create a positive work environment for employees, educates employees on the guidelines for appropriate interactions, rules and rights. ConnectHR’s trainings are designed to help reduce the risk of the company’s exposure for insufficient practices and incorrect procedures.
Rapid growth and expansion, though a sign of increased potential, can bring with it stress and the resulting “people problems” that can filter down through an entire organization. A company that sets its sights on growth needs to establish a management strategy that deals with enhancing management’s supervisory skills, and prepares them to coach and reinforce the best supervisory skills in others. Management is also responsible for the way employees interact with each other. Guidelines, strategies and techniques for appropriate and consistent interaction are essential in today’s workplace environment.
HUMAN RESOURCES TRAINING AND EMPLOYEE RELATIONS MANAGEMENT
It is in the area of communicating and interacting with other people that a manager can be severely tested. In fact, it is the manager’s ability to perform in this area that usually spells the difference between success and failure in his or her job as well as creating a suitable work environment for employees.
The objectives of our training programs are as follows:
To provide participants with useful and meaningful information on employee relations topics critical to the effective functioning of their jobs. Efforts will be made to explore practical strategies for motivating employees, how to use work to challenge and how to retain productive people.
To provide an experiential learning climate characterized by high participant involvement. Participants will be asked to share and discuss approaches that have been effective for them, and will have the opportunity to informally discuss issues of current and mutual interest with other members of management.
To provide participants with a renewed appreciation of themselves and their job contribution to their organization.
To provide participants with the guidelines and strategies necessary for the appropriate interaction of employees with other employees, and management with employees.
The following topics are covered in our trainings:
- The Role of the Manager
- Successful Employee Interviewing and Selection
- Employee Appraisals, Coaching and Discipline
Background Checks
ConnectHR's Background Investigation Services offers your organization the confidence and protection against negligent hiring lawsuits, and workplace safety and welfare issues. Problem employees cause litigation problems. Every employer has a legal duty to exercise due diligence in hiring and protecting its employees and assets.
For more information on our Background Investigation Services, please contact us.
Address: 332 S. Michigan Ave. STE. 121 Chicago, IL 60604
Business Hours:
- Mon - Fri
- -
- Saturday
- -
- Sunday
- Closed
Prices and services are subject to change without prior notice.