Financial Infrastructure Badge

Foundational elements of your business, like your HR infrastructure, are vital to success, empowering you to grow, scale, and thrive. Unfortunately, many organizations treat strategic HR as an afterthought and allow the function to develop organically rather than building it intentionally. Over time, that can lead to problems. An ill-formed or underdeveloped HR infrastructure can become fragile, resulting in employee attrition, cost issues, tax concerns, legal challenges, and more.

At The CEO’s Right Hand, we have seen companies struggle with this so often that we decided to build an entire service around it. Through HR Infrastructure 360°™, we perform an assessment – examining key elements of your business through an HR lens to develop a holistic view of your strengths and weaknesses. Then, we work with your executive team to develop and implement a plan to install the right people, structures, and systems to support your business goals while staying within budget. Below are some key focus areas.

HR
Strategy

Connect your vision for the company’s future to what it will take to support it from a human capital perspective. We identify gaps in your infrastructure and develop realistic, long-term plans to address them.

Human Resource
Skills

Get the right people and advisors for your HR team so you can build and support a robust workforce. We help you identify the skills, tools, and support necessary for people to be successful in your environment.

Organizational
Structure

Build a strong organizational structure so you can confidently pursue your plans. We clarify roles and responsibilities, craft compensation strategies, and help you develop an engaged and motivated team.

Human Resource
Systems

Determine which solutions are most suitable for your environment and develop an action plan, complete with milestones for how they will evolve with the company.

Organizational
Culture

Take charge of your organizational culture by proactively designing it. We help you gain alignment about what you want and communicate your culture internally and externally.

Policies, Controls,
and Procedures

Mitigate risks by implementing sound policies, controls, and procedures that will safeguard your organization as you grow and scale your business.

What to Expect from an HR Infrastructure Engagement

We help your organization grow, scale, and become an employer of choice while managing your budget. A human resources infrastructure assessment is the first step. First, we meet with your executive team to clarify your short and long-term business goals. Then, we interview your staff and examine your HR operations to understand your management practices, structure and staffing, policies and procedures, systems and tools, professional development plans, and workplace culture. Finally, we document our observations and recommendations to discuss with your executive team so that we can prioritize and implement plans.

At The CEO’s Right Hand, we offer a full range of strategic, financial, and operational services. We’ve built and sold our own companies, so we know what it takes to construct a desirable business and what it’s like to be in your shoes. Our services work together to help your organization move forward.

Schedule a free consultation today to learn more.

Team working together
Free Download:

Learn How to Build and Support Your Team as Your Business Grows

Discover more about HR Infrastructure 360°™! This resource is full of detailed information, including real-life examples, insights into each vital component, and a free self-assessment worksheet.

Frequently Asked Questions (FAQs)

How do I know I need help with my HR infrastructure?

You don’t always know you have an HR infrastructure problem until it breaks down. Then, it becomes a crisis you must address immediately, often at a significant expense. Therefore, it is crucial to look for the signs that a problem is brewing so you can get ahead of it. Here are a few examples of things that seem benign on the surface but can evolve into serious issues.

  • An employee needs to go on medical leave, but their manager doesn’t know how to handle it because you don’t have a clear policy or process.
  • Operations have expanded across multiple regions despite having no rationale, plans, or systems to support that activity.
  • You are considering an acquisition that will result in international contractors and employees on staff.

But that is just a start. Reach out today to discuss your unique situation.

What are the benefits of an improved HR infrastructure?

Companies that invest in a strong HR foundation experience many benefits, like the following:

  • A strong employer and company brand (which makes hiring easier)
  • A culture employees feel connected to and empowered by
  • The agility to make necessary changes and moves
  • A sense of peace from knowing you comply with laws and regulations
  • The knowledge that you are prepared to address any risks

However, if you, like many business leaders, didn’t realize how important this was until you ran into an issue, don’t despair. We have helped many companies in this situation. Please consider addressing these issues sooner rather than later because these problems will only become more costly and challenging to unravel as your company matures.

What is the difference between human resource infrastructure and other types of infrastructure?

Human resources is one of several foundational back office functions that affect your company’s operational and financial health. The others are accounting, finance, and payroll, as well as the policies, procedures, data, and technology that connect them. These elements form the “engine” of your business and work behind the scenes to keep your company economically healthy and moving forward as a cohesive unit.

Due to the symbiotic nature of these functions, we tailor this service to your environment and often pair it with our financial infrastructure service for a holistic offering.

Other infrastructures within your business, such as sales, marketing, and product development, typically fall outside our scope. But we are happy to discuss any overlap.