Client details: Privately held Raleigh, NC headquartered company; Large equipment dealer in Southeast; over 1,000 employees

The Situation

After receiving internal feedback, the internal Human Resource team was tasked with revamping the performance management system for all locations within the organization.

So, EdgeBrook Lane…

Partnered with the organization as a consultant to train the internal team on the importance of SMART goals, how to track them and how to communicate progress towards those goals during the year and via an annual performance review.

Worked collaboratively with the project team (cross-section of the organization) to understand needs and wants around a new performance management system; to include readiness for change within the organization

Designed interactive manager and employee performance management sessions

Conducted goal setting trainings at all branch locations over the southeast

The Result

We worked with the client to design a new performance management process, tools, and support material needed to equip managers and employees to build goals, track progress and conduct annual reviews

EdgeBrook Lane continues to act as the client’s ongoing HR Strategic resource and partner

Client Details: National roofing and construction company, 150+ employees

The Situation

As a small company that began experiencing extremely high growth and product expansion very quickly, establishing a formal People Operations structure was required from a compliance and culture perspective. As the client’s vision grew to a national level, they realized a need to realign organizational functions and processes to best support smart, healthy growth.

So, EdgeBrook Lane…

Evaluated organizational structures, processes, policies, and job responsibilities

Collaborated with staff to understand current department practices and identify opportunities for improvements

Developed and implemented plans for structural realignment to include a new sales department and an HR department; Facilitated the realignment of over 100 positions

Facilitated numerous consultations with management teams to encourage process integration and support

Built and enhanced new job positions, compensation/benefits analysis per position, internal process improvements to support new operations, etc.

Crafted job descriptions for various positions with clearly defined roles and responsibilities

Analyzed all roles for Fair Labor Standards Act (FLSA) classification

Created comprehensive compensation plans to include databases, management tools, and supporting policies

Created Client to Close Process Map for the internal team

Converted their Payroll/HR software (HRIS system) to a more efficient platform

The Result

Established a formal, fully functioning HR department for the organization

The exit and transition of our outsourced HR team was efficient and seamless, with no issues or losses to the HR function during this transition

The client brought on an internal team to handle daily HR operations, with EdgeBrook Lane providing ongoing strategic guidance and senior-level support

Client Details: Privately held, private employers, 10 to 50 employees

Industries: Software/technology start up, IT Services company, Book Publisher

The Situation

As growing organizations, these clients needed assistance expanding and developing their first Human Resource function.

So, EdgeBrook Lane…

Assessed, reviewed, and made recommendations on all existing policies and procedures

Began managing many of the human resource functions for the clients

Developed and implemented new policies (including a handbook) and procedures to improve efficiency

Assisted in creating HR templates to streamline procedures (job applications, reference check forms, onboarding/offboarding checklists, etc.)

Established technology systems for recruitment and payroll

Assisted in benefits administration (health, retirement, leave, etc) and managed all compliance needs (federal, state and local)

Advised on employee relations and software implementation needs

The Result

HR infrastructure was created for the organization

Other members of the client’s team were able to focus on their “roles”

EdgeBrook Lane continues to act as the client’s ongoing HR support resource

Client details: Various non-profits; ranging from 10-40 employees

The Situation

After many years of successful mission-driven work, it was time to improve and fine-tune the Human Resource function with external HR consulting expertise at each of our clients.

So, EdgeBrook Lane…

Served as HR leader on a fractional basis

Evaluated organizational structure and job responsibilities to ensure that the organization had roles that were built for further growth and success; Aligned staff to roles that best capitalized on their specific strengths

Conducted strategic review on existing policies and practices, in collaboration with DEI consultant to foster a culture of equity and inclusion

Developed and supported integration of organizational values

Revised the organization’s compensation structure and philosophy, with full communication rollout

Created and established a performance review system

Updated employee policies and procedures; created recruitment and retention processes across the organization

Provided ongoing training and support for compliance, management best practices, DiSC, and more

Assisted with ongoing benefits admin-related questions/concerns

The Result

We worked with the client to train/educate an internal resource to handle daily HR operations, with EdgeBrook Lane providing ongoing strategic guidance and senior-level support

We strengthened HR infrastructure to support best practices

We strengthened the organizational structure while also enhancing the overall culture

Client Details: State-wide non profit, 75+ employees

The Situation

The organization was without a leader in the Human Resource function and needed an interim resource until one could be hired.

So, EdgeBrook Lane…

Provided strategic review of all roles and responsibilities within the organization, including leading an organizational restructure

Developed job descriptions designed to attract mission-focused talent

Streamlined onboarding processes to increase efficiency when bringing on new team members

Developed policies and practices to foster a culture of equity and inclusion

Provided select trainings and workshops, and leadership development/coaching for the C-Suite

Reviewed all employee policies, procedures, and files to make sure they met current state and federal regulations

Supported many HR administrative functions

Continue to serve as a Strategic HR consultant to the existing leadership and affiliate teams on special projects as requested

The Result

The exit and transition of the longstanding HR leader was efficient and seamless, with no issues or losses to the HR function during this transition

The client brought on an internal resource to handle daily HR operations, with EdgeBrook Lane providing ongoing strategic guidance and senior-level support

Client Details: Multiple retail companies (regional and national), 75+ employee companies

The Situation

These retail organizations were experiencing great demand for their products in the market. To support the growth, establishing a formal Human Resource infrastructure was required from a compliance and culture perspective. In addition, the leaders of the organizations needed to focus on other aspects of the business–sales, and operations.

So, EdgeBrook Lane…

Established and set up a technology platform (human resource information system)

Explored organizational design opportunities

Created processes for the organization: recruitment, onboarding, performance, and termination

Ensured federal, state, and local compliance

Served as HR Manager/Generalist

The Result

Established a formal, fully functioning HR division

The client brought on an internal team to handle daily HR operations, with EdgeBrook Lane providing ongoing strategic guidance and senior-level support

Client Details: Merger and Acquisition

The Situation

Our client was in growth mode. They knew they had a great product currently, but to expand their capabilities they wanted great customer service to go along with it. An acquisition was the answer to meet their desired business goals in their identified time frame. To accomplish this, they needed M&A expertise fast!

So, EdgeBrook Lane…

Engaged with legal to learn differences for employment offers and handbooks

Compared benefit offerings between parent and acquired companies

Contacted payroll vendors to plan a seamless transition

Drafted employee agreements and job offers specific to the new roles

Created new vacation and holiday schedules

Led all facets of M&A HR for legal compliance (policies, I-9s, FLSA, different state regulations, etc.)

The Result

We accomplished all of the above with them in LESS THAN 60 days

100% of all the job offers were accepted, which doubled the size of the company

All acquired employees were enrolled in benefit plans with coverage effective on Day One

All acquired employees were paid in the new payroll system on time with 100% accuracy

By focusing on the overall employee experience, not only was the cultural integration accelerated between the two organizations, which is key for all talent development and organizational effectiveness processes, but the long-term administrative costs were also reduced with the consolidation of vendors

The M&A team closed the deal on the target date, and the leaders with their new workforce immediately began to concentrate on the new partnership

Client details: Property management company, (200+ employees)

The Situation

The internal bandwidth of the existing HR division was limited and needed assistance with project based work, specifically around ensuring their newly implemented Human Resources Information System (HRIS). They wanted to utilize their technology resources at full capacity for retaining information and reporting needs.

So, EdgeBrook Lane…

Determined current utilization of software program to determine gaps and opportunities

Programmed and built out software platform to include EEO reporting, general reporting capabilities and streamlining onboarding processes.

The Result

Established a formal, fully functioning reporting function within the software

We built directions and best practices for the the client to use going forward

Client Details: Federal Contractor, (+50 employees)

The Situation

In recent years, the team had grown to over 50 employees, which meant that the company would be subject to more Department of Labor and EEOC requirements as a federal contractor.

So, EdgeBrook Lane…

Designed a tool to help assess organization practices and policies for Federal Contractor Compliance and DOD as it relates to DOL/EEOC requirements. Evaluated the findings and provided recommendations for alignment and compliance.

Assisted in reorganization by facilitating group sessions and 1:1 meetings to collect employee feedback.

Designed a new business area model, new job positions/functions (40 total), & defined career tracks.

Provided onsite HR Operations support; assisted with hiring a full-time, onsite HR Manager.

Provided support with strategy and development of process improvements for: recruitment, retention issues, and a performance management program.

Assisted with selecting market data and conducted a Compensation Study of all positions at the company. The report included: job families chart, a compensation comparison analysis, and compensation philosophy considerations.

The Result

Full-time, full-stacked HR department in place, providing strategic and operational partnership to the leadership team and employees.

Active Affirmative Action Program and completed annual compliance reports (DOL compliance requirement).

In compliance with DOL standards which helps keep the company in good standing with the Dept. of Defense.

Well designed and high engagement structural reorganization resulted in high momentum and employee buy-in throughout the organization.

Improved organizational and leadership awareness to positively impact organizational culture.

Improved communication and information sharing amongst the Leadership Team and the newly established business area leaders.