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HR Compliance: Get Back to Basics During the Great Reset

June 7, 2022 | 349 views

Stages_of_Small_Business_Growth
We hear the term “getting back to basics” quite often and we’re hearing it a lot lately. Regular readers of HR Bartender know that I’m a fan of consulting the dictionary, so I did a quick search to see what “getting back to basics” means. The Collins Dictionary defines it as “concentrating on simple, important ideas or activities.”Getting back to basics can be an opportunity to refocus and streamline. It can be ways to deliver great work with fewer steps. To become more proactive, especially if the organization feels they have been very reactive lately. Getting back to basics can help us spend time on things that are directly aligned with the business.

The reason I’m bringing this up is because now is a great time to evaluate HR compliance processes. If we step back for a second, let’s look at what’s going on right now.

From a business perspective, organizations are redefining the customer experience. I’m not saying that’s bad. But companies are trying to set new expectations with customers.

I’m hearing an increasing number of people talk about spending some or all their time back in the office. Even employees who are 100% remote are talking about going in for special company events. So not only are companies setting new expectations with customers, but they’re setting new expectations with employees. While we’re going through this reset, it only makes sense to examine the way we’re doing things in HR.

Spotlight

ML Recruitment

ML Recruitment Ltd provides specialist recruitment solutions within the construction, civil engineering and nuclear sectors throughout the UK. We offer services to both clients that are looking for a tailored recruitment solution. From trainee up to director level and for small to large multinational companies. As well as candidates looking for that next position.

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Read More

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PR Newswire | September 27, 2023

Sequoia, the pioneer in benefits and compensation, announced Sequoia Comp OS™ 2.0 on the Sequoia People Platform. This transformative solution equips companies with real-time visibility and heightened control over their organization's global people spend. Sequoia Comp OS, which is already used by over 250 Sequoia clients, unifies HR, finance, business leaders, and employees within a single operating system, simplifying the often tedious and frequently spreadsheet-reliant compensation management process. By offering a single source of truth, Sequoia Comp OS allows HR and financial leaders to have the same insights into the past, present, and future of their people spend, enabling real-time adjustments as their workforce and business changes. Sequoia Comp OS is a modern way for companies to: Standardize jobs and set pay ranges to establish competitive and equitable pay. Allocate total compensation effectively for current and future jobs with headcount planning, active hiring plans, and merit cycle planning. Stay compliant with pay regulations and corporate governance. Communicate successfully with employees through personalized offers, merit letters, and total rewards statements. Leverage real-time guided analytics to track global people spend and organizational changes. In addition, Sequoia provides strategic Compensation Advisory services through their team of compensation experts specialized in helping modern companies. This same team worked hand-in-hand with Sequoia's product organization to design the Comp OS solution so that clients can quickly operationalize their tailored advisory services. For 22 years, our company has worked with many of the best HR leaders and finance leaders at some of the fastest growing companies in the world. Yet, a very large majority are managing their biggest investment, their people, using multiple disparate spreadsheets and old data, said Greg Golub, CEO & Founder of Sequoia Group. Our solution puts HR and finance on the same page so they can better partner together, spend less time wrangling spreadsheets and more time stewarding the people strategy at their companies. We built it so we could operationalize our compensation needs for our 1,200+ global employee-company and it's been a total game changer for us, so I am excited to bring it to all our clients. Courtney Cherry Ellis, SVP of People at Auditboard said, "We were able to work with Sequoia as an extension of our team to create a compensation philosophy that made sense for Auditboard and our employees. With Sequoia, we were able to operationalize a fair and equitable pay structure across the company." Matthew Kennedy, SVP of People at Tonal said, "Our partnership with Sequoia began many years ago through advisory on our executive compensation philosophy, and over the years it has evolved. Sequoia is now a key partner for all things comp and benefits." We are bringing together data that companies would typically gather from disparate HR tools to provide business leaders with the complete picture around employee compensation and enables them to make executive decisions with confidence, said Kyle Holm, VP of Sequoia's Compensation Advisory. When you can drive the strategy with an operating system, HR and Finance leaders spend way less time crunching spreadsheets and much more time focused on stewarding the people advantage for their companies. Sequoia Comp OS is available to all Sequoia clients today. To learn more, visit sequoia.com/comp-os. About Sequoia Sequoia is the leader in Total People Investment. We help companies create a people advantage through improving retention, attracting top talent, and increasing people-spend ROI. With expert advisory services across compensation and benefits and a powerful platform, we connect employee total comp programs with insightful people analytics so companies can manage their global people investment in real time to better meet the needs of their evolving workforce. Visit Sequoia.com or follow us on LinkedIn to learn more.

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