HR Projects
Human Resources in project management focus on short term or long term HR Projects that cover every aspect of the employee journey and can be very varied depending on client needs and can encompass a variety of different areas. We are able to manage the entire process from ideation to planning to creation to execution and rollout.
Project approach
We produce all project documentation, provide updates to project steering groups on progress against timelines and manage the software supplier delivery against project plan. All the time ensuring data quality prior to export or import into new systems. We are able to utilise test software prior to system go-live and develop testing protocols for any upgrades to ensure system changes don’t impact on data accuracy or quality.
We develop reports and analytics for new systems whilst communicating with colleagues on the new change. In addition we can develop, write and present training materials and deliver training sessions to line managers and staff where necessary to support and assist the wider roll out and implementation. We are also able to undertake return on investment analysis and staff satisfaction or end user questionnaires.
Implementation of HR software systems
From scratch, we develop the project plan and even the develop the tender process to help clients identify exactly what they need.
We engage with the key people in the business and key stakeholders to ensure we collaborate widely on the work needed.
Harmonistation of terms & conditions
Our teams have vast experience of harmonising terms and conditions for large groups of staff from 400 to 4000+ staff. Best practice project management includes presenting to Executives on proposals and providing options for buy-outs and compensation e.g. for loss of hours or annual leave. We present to employees on the proposals across various locations whilst working with staff representatives and trade unions to consult. Extensive feedback is provided to Executive Teams on consultation outcomes. The whole process of change is managed through an auditable HR Information/communication system to enact the change.
Change Management including change of work location and base
Many of our associates are seasoned specialists and in driving change from the board room through to implementation. A pragmatist approach ensures change and consultation will actually lead you to the change outcomes you desire. We quickly understand your business and will write the change programmes, consult with staff and unions and ensure the change is implemented without delays and issues. This is because we consult and collaborate with the right people in your business to understand what these issues may be before we initiate the process. Rest assured we are able to resolve issues properly to ensure the implementation goes smoothly and on time.
A change of base might seem rather straight forward but at Centric HR we know how difficult this can be in practice. We are able to take this headache away from employers and manage the whole end-to-end process from planning to implementation through staff engagement, mitigating problems as they occur.
Organisational design and job evaluation
Often when smaller organisations grow, they run into difficulties as roles where added on an ad hoc basis and all of sudden they have pay inequalities, over paid staff and a structure that is not fit for purpose.
Undertaking a complete review and redesign of your organization will ensure you have the most efficient workforce with clear delineation, accountabilities and responsibilities. A robust job evaluation scheme, together with bespoke reward strategy and pay scale to meet the needs of your organization will optimise performance opportunities to provide competitive advantage.
We also offer pay benchmarking with reports to your board so that you can be assured that you are paying the right salaries in line with local and wider labour markets to keep on tip of your competitors. Once we have redesigned your structure and organization we can assist with the consultation and change to implement your new structure.
"A pragmatist approach ensures change and consultation will actually lead you to the change outcomes you desire."
Organisational design and job evaluation
Often when smaller organisations grow, they run into difficulties as roles where added on an ad hoc basis and all of sudden they have pay inequalities, over paid staff and a structure that is not fit for purpose.
We have specialist associates who undertake complete review and redesign of your organization with roles that you need. This will ensure you have the most efficient workforce with clear delineation, accountabilities and responsibilities. A robust job evaluation scheme will be undertaken and we can develop and design a reward strategy and pay scale that meets the needs of your organization in order to optimise performance opportunities to the max.
Performance and reward
We have examples where we have reviewed reward systems and advises, developed and implemented new pay and reward strategies to boost organsational performance and increased profit margins.
Appraisal systems of the past just do not cut it anymore – you need to engage your staff and tap into their discretionary effort – how you do that? Well you make them feel valued so that they also feel part of the business and want to do their very best – just like you the business owner!
To do that your reward systems need to attract the very best talent and then you need the right systems in place to optimise individual performance, team performance and Organisational performance!
You can access more information here on Performance and Reward Management.
Workforce Efficiencies and Planning
Centric HR can more or less look at a structure and spot if you have an inefficient workforce! We are way more advanced than the prehistoric manpower-planning that some of us remember! Whether you need to make the business more profitable or grow your workforce to quickly meet the needs of the business moving forward, Centric HR can help you retract or expand your workforce safely to mitigate against high workforce costs as business activity increases.
We can help you design a core, interim and peripheral workforce to assist with flexing your workforce up and down as you need it. Or, we can simply save you thousands by redesigning your structure.
We have worked with the NHS on a number of workforce efficiencies and planning projects helping them make significant savings which you can discover more about here.
Pensions changes, transfers & auto-enrolment
Our associates have experience of closing defined contribution pension schemes and setting new pension offerings, supporting the movement of employees across and providing support as needed.
We have experience with the Government Actuaries Department and working alongside other pension consultancies to ensure together we provide expert guidance on the closure process and liaison with the scheme directly to align with people strategies for implementation and change. We have set up roadshows for employees to attend and made information available through a centralised hub or Q&A sheet for dispersed workers with limited IT access.
Let us assist with the management for staging for pensions auto-enrolment and the re-enrolment whether manually or through your payroll or HR system. We project map the delivery across the service and liaise with an external pension’s advisor on the legal aspects of auto-enrolment for additional guidance.
For further information on how Centric HR can implement and assist in HR Projects within your organisation please…
