Your Business & HR Compliance
In today’s business climate change is everywhere — from technology advances to HR compliance demands — and companies must adapt to survive. As you adapt to HR compliance changes, effective talent management remains a critical consideration for your competitive success.
Your role is to lead the business; Stratford’s role is to make sure that your people practices meet the requirements of your organization and employees, and ensure compliance with highly complex, ever – changing HR and employment laws today and into the future.
The Solution: Stratford HR Compliance Review
HR compliance is essential for any organization to be successful in today’s environment. However, achieving and maintaining compliance can be elusive goals for organizations that do not recognize the challenges and develop an effective strategy to meet them.
HR compliance should be treated as a process of defining both individual and group behaviors to ensure the organization’s applicable laws and policies are followed. Once established, they must be effectively communicated throughout the organization.
The Stratford approach is to ensure that HR compliance has been integrated with the organization’s overall business strategy.
Benefits of HR Compliance Review
Our HR Compliance Review is a pro -active process that can help your organization assess and achieve compliance with employment regulations, to reduce risk and bring comfort to leaders and HR professionals.
- Recommendations that are customized to meet the needs of your unique workplace and regulatory environment.
- Cost certainty as our HR Compliance Review can be completed for a fixed – fee.
- Comfort knowing that your business is in compliance with all applicable employment laws and regulations.
- Continued contact with an HR professional who is expert in employment legislation and compliance.
4 Steps Toward Compliance
- Have HR Expertise On Tap –HR functional responsibilities (compensation, employee relations, talent management) have to know employment law and the regulatory/legal requirements that can affect an organization.
- Create an Employee Handbook and Update it Regularly – An organization’s Employee Handbook is a communications tool that clearly articulates the organization’s procedures and how business is conducted.
- Conduct Scheduled HR Compliance Audits – Non – compliance can be the basis for financial and reputational risks for organizations; conducting audits should be a part of an organization’s overall strategy.
- Communicate, Communicate and Communicate – Whether or not there are compliance issues, it is critical that HR functional leaders keep executives up to speed on compliance risks and remediation.
Who Can Benefit
- Business Owners
- Chief Financial Officers
- Leaders of Business Operations
- Human Resource Leaders
- HR Generalists