GROWING DOESN’T HAVE TO HURTTalent Architecture Is Extra Strength Advil For Your Growing Pains

YOU DON’T NEED HR UNTIL YOU HIT 100 EMPLOYEES

Between recruiting costs, process deficiency/breakage, culture changes, talent development needs, and compliance laws that start at 50 employees…it’s better to invest now

RECRUITING COSTS PILE UP FASTTalent Acquisition costs can easily reach $.5 Million in a single year without internal recruiting resources. And even worse, after years of using agencies and paying those bills…you have no database of talent, no scalable processes, and little employment brand equity built.

**Adding just 1 Executive and 5 Team Members can equate to $.25 Million dollars in agency fees.

Year 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year 7 Year 8 Year 9 Year 10

0

5

10

15

20

25

30

35

40

45

Recruiting Costs CumulativeAdd 250 New Team Members Over 10

Years

Executives Team Members

$-

$500,000

$1,000,000

$1,500,000

$2,000,000

$2,500,000

$3,000,000

$3,500,000

$4,000,000

$4,500,000

$5,000,000

TALENT PROCESSES ARE NO DIFFERENT

At every order of magnitude (1, 10, 100,

1,000, etc.) expect every process to break. You need to change your processes each time at each level.

Eric Schmidt

Your talent processes from recruiting, onboarding, developing, structuring, communicating etc. will require not just a makeover but a total overhaul. And like most things, it’s better to be proactive and keep the fire from starting than wait til the fire has burned down part of the house.

CULTURE CHANGES WILL HAPPEN…

Do you know:• Every team member’s name

• Every team member’s significant other’s name

• Every team member’s prior work history

• Every team member’s talents and skills

• What specific responsibilities every team member has now

• What every team member’s career goals are

• What motivations every team member has now for staying at your company

Culture is easy when it’s just a few of you sitting around a table. At 100 it seems damn near impossible. If you wait, the path to the culture you need will be exponentially longer and bumpier. Start early to build the culture you not only want, but the one you need to achieve the company’s goals.

DEVELOP YOUR LEADERS TODAY FOR TOMORROW

The world is flat when you’re small

Companies’ org charts expand levels as they grow and need

leaders to fill those layers

You will need leaders and there’s two ways you can get them 1) Grow Them or 2) Buy ThemIf you choose #1, it will take time, energy, and resources. If you choose #2, you’ll need to recruit more, spend more money in salary costs, and prepare for turnover from those who feel they were passed over for the new leadership roles.

PROTECT YOUR COMPANY

Employments LawsAre always changing

11 New laws approved in 2016

Like a sweet pair of Oakley’s, HR can help protect you AND keep you

cool

Protecting your company does not mean creating an Empire / corporate culture (as many say with a tone of disdain). It simply means you know what the law says and you manage in a way that reduces risk…not eliminate risks.

WHAT I CAN DO FOR YOUR COMPANY(IES)

A LITTLEE ABOUT MELINKEDIN: TTPS://WWW.LINKEDIN.COM/IN/TARYNTENNANT/

EMAIL: TTENNANT76@GMAIL.COM

15+ YearsHR Lead

for 7 Acquisition

s

Start-up & Large

Company

Partner / Collaborator

Mindset

Public & Private

Companies

Data Measuremen

t FocusedResults

Oriented

AREAS OF EXPERTISE / SERVICES

Recruiting

Comp & Benefits

Performance & Development

Culture

Workforce Structure

HR Systems

M&A

PEO

RECRUITING• Establish scalable processes that will work for today and the future

• Implement systems to automate and collect candidate data that can be easily retrieved at a future date

• Introduce evaluation tools and methods designed get you the best talent

• Build employment brand equity in target talent communities• Source and recruit top talent faster • Reduce recruiting spend by a serious amount• Develop onboarding that eliminates the “buyer’s remorse” of new team members

• Deploy analysis and measurements to evaluate recruiting processes

COMPENSATION & BENEFITS• Design compensation plans and structures to generate the goals desired and get an ROI on the money spent

• Develop salary guidelines based on market data so you know how you compare to your competition

• Develop benefit programs that align to your team member needs and give you a competitive advantage in recruiting top talent

• Deploy measurements of ROI on variable compensation programs

• Conduct RFP process for benefit brokers

PERFORMANCE MANAGEMENT & TALENT DEVELOPMENT

•Develop tools and programs to build your next generation leadership

•Develop tools and processes to enable consistent feedback for all team members

•Deploy tools that enable easy planning and automation of ongoing tasks

CULTURE• Design voice of the team member programs• Develop processes to take timely action based on feedback

• Develop programs and action plans to ensure culture, norms, and values aid in meeting company goals

• Deploy measurement systems to gauge • Develop and deploy communication channels to ensure multi-directional communications are ongoing

• Partner with leaders on communication processes

WORKFORCE PLANNING/STRUCTURE•Partner with leaders on team structure and design interim structure cases based on growth forecasts

•Partner with leaders to identify areas of risks and gaps in key skills and actions to fill gaps / reduce risks

•Partner with leaders to develop a build (hire) or buy (contract/third party) decision making protocol

HR SYSTEMS •Develop system selection criteria•Conduct system vendor research•Complete analysis on identified vendors based on selection criteria and pricing/value

• Implement systems

M&A•Develop M&A due diligence framework for HR •Conduct due diligence for target acquisitions•Develop transition / integration processes for acquired companies based on key goals identified for the acquisition

•Deploy transition / integration processes •Measure key talent and business goals for the acquisition

PEO (PROFESSIONAL EMPLOYMENT ORGANIZATION)Move To:• Develop and conduct RFP to identify PEO vendor• Implement transition to PEO

Move From:• Develop project plan for PEO migration• Implement project plan to ensure organization readiness

• Ensure all parts of plan are complete and migration is a success