Human Resources

Dealing with human resources is one of the most challenging and yet most important parts of your business. Let Mettise help you avoid HR missteps that can be not only expensive, but hurt morale and growth.

Talent Management
  • Recruitment and selection
  • Retention
  • Development
  • Compensation (all levels including Executive compensation packages)
  • Rewards and performance incentive program
Workforce Planning
  • Strategic workforce planning: Cover 3-5 year forecast period, aligned to business needs and outcomes. ID workforce implications, current, transition and future of business strategic objectives and will include scenario planning
  • Operational workforce planning: Cover 12–18 months, aligned with the time frame of the business planning cycle. Processes and systems will be applied to gather, analyze and report on workforce planning strategy
HR Outsourcing
  • Executive Level HR expertise – partner with C-level and Senior Leadership teams to plan, design, develop, and deploy healthy HR operations teams, resources, processes, and systems
  • Benefits administration – general administration (in-house), plan assessment, construction / reconstruction, M&A due diligence projects (analysis, comparison, & pricing)
  • Compensation management – workforce and Executive comp plans, market study, comp philosophy & structure
  • Employee lifecycle – process assessment and/or management from recruitment & selection, on-boarding, employment, and separation
  • Employee relations – EEOC responses, investigations, harassment training, workforce violence training, conflict resolution, disciplinary and grievance processes
  • Global expansion – working knowledge of employment laws in Canada, UK, Germany, Asia Pacific• Global expansion – working knowledge of employment laws in Canada, UK, Germany, Asia Pacific
  • HR coaching and development – provide short and long-term coaching and development to HR professionals
  • HRIS – assessment and implementation
  • Policy and procedure – assessment, construction, interpretation. Employee handbooks, job descriptions, standardized forms, standards of excellence (SOE’s) / best practices
  • Regulatory compliance – local, state, federal employment law compliance
  • Succession planning
Leadership Development
Organizational Development
  • Organizational Assessments
  • Dashboard and metrics – analysis, design, deployment for employee and management reporting
  • Standards of Operation Procedures (SOP’s) Development
  • Succession planning
  • Workforce planning
Mergers & Acquisitions
  • HR Due diligence
  • Relationship / Transition Management
  • Layoff planning
  • Retention plans