There are times today when your ability to take up a Human Resources project depends on your available resources.

For growing companies, it is difficult to free up busy staff members. One reason is that they are focused on daily tasks and priorities, such as payroll, employee requests and appraisals.

This becomes an issue when they want to expand and take up more projects. The solution would be to hire specialist HR consultant agencies.

They can take the brunt of the load, leaving your team free to work in their areas of expertise. Let’s take a look at a few advantages HR consultants can offer your business.

1. Quality Deliverables

This is the most obvious benefit of hiring HR consultants. Your company can focus on core functions, and consultants assure quality outcomes.

Your time is not focused on managing the project; you only need to be available for questions and updates. An HR consultant has vast experience in the niche.

You can count on them when engaging with a difficult or complicated issue. They will bring their experience to the table. This results in a more comprehensive and objective analysis.

They can highlight problem areas and help generate creative solutions. And not just that, they suggest effective implementation strategies.

2. Extensive Capability

An experienced HR consultant has a lot of exposure to employee policies and programs. This means they can offer much better insights into a HR policies regardless of the niche.

Comparatively, they can outperform in-house teams consistently. One reason is that they’ve been working on similar projects for several years.

Another important reason is they have specialists on their team, in areas such as recruiting training, compensation and employee relations. These resources can offer tangible and actionable advice to your company. They can elevate your company’s Human Resource functions with minimal effort.

3. Minimizing Risks

If you are growing your business without solid human resource practices, you are risking turnover and labor law violations.

Labor markets are competitive today due to several factors. As a growing business, there is a lot of risk when you fail to keep your human resource practices up to date.

An HR consultant can identify the risks that are common in a niche. This is because they have the knowledge and the experience to ensure the safest route to take.

This is crucial today, especially in the aftermath of a global event like a pandemic. The key to a stable workforce is to ensure that risk is minimized, and rewards are maximized.

4. Better Knowledge

The average HR consultant has had a diverse range of clients over the years. They have much better exposure to labor issues and can lend this experience to your company.

Employee expectations are a much more complex than years ago. You need experienced hands to navigate your company through generational differences and new labor laws.

The decisions you take are critical to your business, and it helps to have an expert perspective.

This is precisely what HR consultants offer. They enable you to focus on your ROI and improving business. You get a powerful ally who can help you make effective decisions.

5. Cost-effective Option

One reason that companies do not expand their human resource’s function is because of cost. Also, management may not be able to calibrate what level of HR expertise they need in-house.

The solution would be to opt for an external HR consultant. Engaging them works out to be a lot cheaper than hiring a team for your company, in the short term. They can provide you with a blueprint for expanding your HR function as your business grows. Randi Frank Consulting can do one project at a time so you don’t have to pay on a monthly basis

6. Fewer Chances Of Errors

As a company, errors are something that is unavoidable regardless of how good you are. This might be due to a lack of experience or not having enough people to validate results. But this is something that you don’t have to worry about with an HR agency.

An HR agency is a collection of experts and specialists who are really effective at their jobs. And they also have an extensive validation process that roots out errors.

This significantly decreases the chances of mistakes in your engagement when hiring them.

7. Utilize Your Core Skills

As a company, it is important to focus on your strengths to achieve success. However, today’s businesses require support from a strong human resources function as well.

For most small businesses, this is something that they will have difficulty with. They need to focus on their core team to get results. But they can’t ignore the HR side of it either.

A full-service HR company can take the load off your shoulders. They can take responsibility for developing processes and recommending practices, leaving your team free to focus on core execution.

8. Effective Execution

Running a business is not an easy task, even for a team of people. There are several aspects that you need to pay attention to.

When you engage a professional HR consultant, they can give you a turnkey experience.

You only have to let them know how you want the activities to progress, and they’ll take care of the rest. At Randi Frank Consulting we collaborate with management teams to identify project objectives, gather data, make recommendations, guide decisions and create implementation plans.

This lets your team focus on what they do best rather than worry about areas outside their core skills. It also frees up communication channels by reducing back and forth management emails and calls.

Human Resources is an essential function of a company of any size. HR gets everything people-related done in a company. This could be anything from hiring to employee grievances.

Solid HR practices maximize your company’s performance, improving profitability.

But smaller businesses may not have the capacity for specialized HR services. This can result in turnover, poor customer service and reduced production.

The solution is to approach other HR services agencies which can help you with this. Let’s discuss some reasons why HR services are integral to a company’s functioning.

1. Getting The Top People

The primary goal of any HR team is to get the right people on board the company. But if you have a team that isn’t experienced, this step can be difficult.

Getting the right people interested in a company is not an easy task. Employees today have a lot of options in the market. Their demands have also gone up significantly over time.

To convince someone to sign up for a company is a specialized function today. Smaller companies may not be able to hire an experienced HR team. This could be due to a lack of capital or time.

The solution would be to get a specialist HR agency to help them fill their positions.

2. Improved Negotiation

It is in the company’s interest to draw in talent at the optimal pay package during the hiring process.

Unfortunately, many smaller companies are not able to leverage their brand power to negotiate with the applicants.

This is when an HR services agency can help you with the process. They can improve the negotiation process and get a suitable candidate for a great deal less.

And this is important for smaller companies because they might not have a huge budget. And every little money saved could be put to better use.

3. Better Onboarding Experience

Every employee has expectations about the company they choose. And this can be difficult to fulfill when it comes to smaller businesses.

They might not have the expertise or the financial ability to make a memorable onboarding experience happen.

This is why an HR agency needs to get involved with the onboarding process. They can engineer it to make it appealing and professional to the applicant.

Another important point is that HR agency specialists have a finely tuned approach to onboarding. This can help with a better brand image and employee retention in the long run. See other tips about Onboarding

4. Orientation And Training

Finding the right candidate is only half the job done. After the hiring process, you need to make sure that the candidates can fulfill their roles effectively.

This means getting the right training process in place, which facilitates their learning. But at the same time, it needs to be cost-effective enough to run consistently.

Orientation is another huge step when you are getting the employees into your company. You need to make sure that they understand the company’s values and brand image.

There might be specific things you need to address when it comes to company policies and privacy issues. All of these are taken care of in this step.

5. Cost-effective

A lot of people think that HR consultants are expensive to hire. But the truth is they are often wise investments for small businesses.

The reason is that management needs to focus on core operations. Ideally, this means there is not much left for HR functions.

Simply hiring an HR team for the sake of having one will not give you good results. They need to have credentials specific to your company’s evolving needs.

All this can be a lot of responsibility that smaller companies may not be positioned to handle, not to mention the fixed labor costs.

Hiring HR consultants can offer lower overheads over time and deliver consistent results.

6. Manage Compliance Issues

Compliance forms a huge part of employee policies and practices. Different locations have their own specific rules you need to abide by.

If you are a growing company with multiple offices in several locations, keeping track of this can be complicated and exhausting.

On the other hand, HR agencies already have their policies ironed out and ready to go. They understand different compliance policies and can offer you valuable advice.

Labor laws in some places can be strict. If you’re not paying enough attention, you might end up facing legal issues.

This is something that you don’t have to worry about with specialist HR agencies.

7. Stronger Employee Retention

All companies, big and small, face attrition because of the competitive market. The problem with smaller organizations is that losing key talent is highly disruptive.

Attrition can occur due to many factors. It could be a lack of employee satisfaction or lower wages. It can be difficult to ascertain unless you have access to credible HR data.

As a small business, this is a luxury that you can seldom afford. The solution would be to opt for more experienced players in the HR niche.

And this is what you get when you hire HR specialists. They can analyze and get to the bottom of whatever the problem is. And not just that, they can offer you actionable solutions as well. Contact the Randi Frank Consulting Team for your various HR needs.

When it comes to businesses today, there have been changes to several parts of the pipeline. Back then, it was optimal to have everything, including hiring, under one roof.

This made sense because the requirements were far simpler back then. There wasn’t a lot of competition either. It offered businesses a degree of control, and it was the norm for many years.

But today, the tides are turning. Jobs are getting more specialized, and hiring is becoming a lot more difficult. This has necessitated the need for business consultants for companies.

Let’s take a look at how you can benefit from having consultants as part of your business.

1. Operations Are Easily Scalable

One of the most advantages an HR business consultant offers is the ability to scale quickly. This is important given that successful businesses can sometimes grow rapidly.

The problem with growth is that they need to hire core and HR members for their team. This can result in bad hiring practices, which can hamper growth.

The solution would be to get specialist help in this area. HR Consultants can help you scale your hiring through the effective use of their expertise.

The advantage is they don’t interrupt core business functionalities. They also have fewer overheads than hiring more HR members.

2. Simpler Termination Process

When you hire people, there are a lot of issues that you need to commit to. This makes it difficult to downsize the team when there is a glut or downturn in the market.

This is not a problem with hiring an HR business consultant agency. They have a dynamic allocation of their services which means you can choose when you need them.

And if you don’t need their services, you can easily opt-out without any fuss. This makes them a great option to try when you are under pressure

3. Independent Advice

A problem with getting advice from internal teams is that they might be subject to some amount of bias.

Employees interact with each other on a daily basis. To expect your team to be unbiased concerning team changes might be difficult.

An HR consultant team can offer you independent advice by looking at documents and data, as well as conducting objective interviews. They also have much more expertise in interpreting information using organizational principles. This results in a broader assessment.

They can also get this done in a much shorter period, saving you money in the process. You don’t need to wait around for actionable advice.

4. Bring Diverse Experience

One difference between in-house teams and consultants is the level of diverse experience. In-house teams have limited exposure to niches other than their own.

This means they have limited flexibility in this area. Hence are not able to come up with more creative solutions.

Fortunately, an HR consultant agency has vastly improved exposure when compared to these teams. They can apply what they’ve learned over many engagements to your organization.

This results in a more cohesive campaign that produces much better results quicker. This is a much more optimized solution when compared to in-house teams.

5. Cost-effective And Simple

With lesser margins and highly competitive markets, businesses are finding it difficult. Achieving goals has become an ordeal. The result of this is increased focus on ROI.

Companies are trying everything they can to reduce overheads and improve profitability. Sometimes this results in cutting out vital areas leading to disastrous results.

The solution would be to hire HR consultants for your business. They can help you with your business but at considerably less ongoing labor costs.

There are no elaborate hiring processes or additional waiting periods. These are things that are normally associated with getting new people in. All you need to do is sign off on a contract and get started on it.

6. Creative Solutions To Problems

Another benefit of HR business consultants is their out-of-the-box solutions for work.

If you have an in-house team that is struggling, the need of the hour is to get consultants on board.

They can optimize and streamline any related pipelines to ensure better performance and throughput. One reason they’re able to do this is their experience with various niches.

Since they are not limited to a specific domain, they have more learnings than in-house teams. This lets them come up with unconventional solutions and options on how to handle issues.

7. More Credibility

HR business consultants these days have a lot more credibility in specific niches compared to general management. These include labor laws, recruiting standards, employee development, compensation programs, and management training.

Opt for a trustworthy and experienced HR consultant agency for your business. They can help you get the right talent as quickly as possible, conduct studies and projects, and reinforce skills in your management team.

An HR consultant team can work collaboratively with your existing team and provide deep expertise. It improves overall effectiveness and responsiveness. Contact Randi Frank Consulting and her team for expert HR advice. [email protected]

Today the concept of management services has changed and for the better. With improved connectivity and better methods, HR consultants have become an integral part of several organizations.

Hiring is a much more complicated task today. And because business is competitive, there are times when you need to opt for extra resources. This has prompted the growth of management services, including recruiting, policy development, compensation programs and training.

Here are a few ways HR management services can improve your operational ability.

1. Process Refinement To Improve Efficiency

With a saturated market and high competition, today’s market has changed. Businesses are looking to eke out every last advantage they have.

Operational efficiency has become a key goal across all types of businesses. You need to ensure that your organization is as efficient as possible. Even when it comes to your employee systems.

This is easier said than done because many factors affect efficiency. This includes non-billable work and a general lack of process structure.

This is where HR management services can help your company out. They can streamline your process and methods, including hiring and personnel policies. This results in smaller overheads, more profitability, and greater risk management, as labor laws are constantly changing.

2. Supporting Resources

In any organization, there needs to be an adequate support framework for employees. The lack of one can end up being detrimental for the company.

The key to optimizing your support staff is to ensure that you have HR tools in place. These are needed to ensure employees have easy access to policies, forms, job descriptions and records.

The problem here is that these support functions can be a bit much, especially in a growing company. Rather than waste more time on hiring people, you can get HR consultants to work on this problem. Randi Frank Consulting (RFC) can deliver a wide range of HR services and projects.

RFC ensures that your core team is not ‘recreating the wheel’ each time an employee or organizational issue presents itself.

3. Employee Time And HR Workload Management

When it comes to company operations, time and workload management can become overwhelming. This is especially true if your company’s growth is on the upswing.

You must have an HR framework that has experience with handling people and process. They also need to have the expertise to opt for creative solutions that have been proven in real-time.

Also, when you opt for an HR Consultant, they can give you an independent assessment. They will not be biased and give you a much clearer picture.

They can also point out anomalies when it comes to workload. Some employees might be overbooked with work which can lead to burnout. High performers are more likely to get to a point of exhaustion, as they are determined to excel in every situation.

4. Better Hiring Strategies

An area that a lot of companies lose out on when it comes to getting the right talent is optimal hiring strategies. Hiring right is a process that can be tough if you don’t have the right aptitude for it.

There are several reasons for hiring failures. Outdated hiring methods, not using technology, or overlapping hiring processes are a few.

If you are not finding the right candidates, you have a hiring problem. HR Management services agencies can help you strategize and get the right people.

An HR agency can help you overcome this issue through its expertise in hiring solutions. They can also help with your HR team’s workload by shouldering responsibilities and lending an extra set of capable hands. See previous blog on recruitment

5. Performance Management

One area where a lot of companies fall short is setting goals and measuring performance. Departmental and team goals need to translate to expectations at an individual level.

Training managers to provide ongoing performance feedback and hold difficult conversations is something Randi Frank Consulting can introduce into your company’s culture.

In general, appraisals should not surprise employees. Clarity about job responsibilities and an open avenue for reassessing working conditions leads to a healthy give-and-take between managers and employees.

Again, this is something that is right up an HR consultant agency’s alley. Randi Frank Consulting can provide a straightforward performance process and coach managers on the benefits of frank communications.

The City of South Fulton Seeks Dynamic CFO/Director to Lead Our Robust Finance Department

The City:

Situated within a drive of 15 to 20 minutes to Atlanta and Hartsfield International Airport- the world’s busiest – The City of South Fulton is home to nearly 120,000 people. It represents the best of all worlds from bustling business districts to sprawling, rural scenes. Incorporated on May 1, 2017, South Fulton is the fifth largest Georgia city in population. The city is one of the best-educated and most affluent in the south metro Atlanta area.

The City of South Fulton is governed by a mayor and seven-member city council representing individual districts. These elected officials set policy, with a city manager directing day to day operations through an experience staff of about 500. The City Manager appoints the CFO/Director of Finance.

General Description of Position:

The position reports to the city manager. The Finance Director is responsible for four divisions, which manager administration; operating and capital budget; cash management and treasury; general accounting, debt administration; internal audits; grants administration; implement cost controls and financial policies; forecasting and reporting financial status; purchasing; and occupational tax collection.

Qualifications for Position:

The qualifications required would generally be acquired with a bachelor’s degree in accounting, business or public administration or related field from accredited college or university; supplemented by a minimum of ten years of progressively responsible government financial management experience with a minimum of five years of senior management experience or supervisory role. Knowledge of government accounting, fund accounting, GASB, bond markets, treasury, cash management, budgets, purchasing, working with government boards, excellent presentation skills, etc. or an equivalent of education, experience and knowledge, skills and ability to meet the job responsibilities. Preference is given to candidates with MPA, Masters Level education, and CPA and GFOA certificates. Special Requirements: Must have and maintain a valid driver’s license, and be able to pass a background report.              

Compensation and Application Process:

Open and competitive starting salary DOQ – Starting Range is – $112,000 minimum – $138,500 midpoint. Excellent employee benefits – contact Ms. Frank for more details on benefits.

City of South Fulton is an AA/EOE employer             

More information is available on the website: https://www.cityofsouthfultonga.gov/

If you are interested in this outstanding position and you want to be considered, please mail or email your resume and cover letter to Ms. Frank.  Top candidates will be asked to complete a questionnaire. Early applicants will have more time to prepare responses. Position open until filled with first screening Aug. 27, 2021.  For more information about the position and/or the recruitment process you are invited to contact – Randi Frank at Randi Frank Consulting, LLC [email protected] (203) 213-3722. Or Bob Slavin at [email protected] 

For full profile and details about position click here

Overview of Richland County and it’s economy

Evolving into an entrepreneurial hub, Richland County is home to South Carolina’s capital city of Columbia, the University of South Carolina’s main campus (drawing thousands of students each year) and Fort Jackson, which is the Army’s largest and most active initial training base which brings 100,000 soldiers and their family members to the local area each year. In the midst of a renaissance, the City’s downtown area is enjoying the recent revitalization of Main Street along with the new BullStreet District, featuring state-of-the-art office space and Segra park where the Columbia Fireflies play baseball. In fact, according to CBRE’s 2020 Tech Talent Report, Columbia, SC, ranks 9th in the US for “The Next 25 Markets.” Richland County offers a thriving, talent-oriented, young community with the economic opportunity and quality of life to attract and retain talent for years to come.

General Description of Position

The County Attorney is appointed by and reports to the County Council (11 District Members elected every four years on rotating basis). The County Attorney serves as the legal representative and chief legal advisor responsible for directing and providing comprehensive legal services to the County Council, all County departments, agencies, and institutions on assigned litigation and business matters; to provide highly responsible and complex administrative support to the County Administrator and County Council; and to perform related professional, administrative and supervisory work as required. See Profile for more details.

Qualification for County Attorney

Requires Juris Doctorate from an accredited law school. Must be licensed to practice law in South Carolina, including federal and state courts, and be a member in good standing in the S.C. Bar Association. May be in the process of obtaining South Carolina license if within 2-3 months of approval.

Requires a combination of ten (10) years of legal experience in litigation, government, regulatory law or any equivalent combination of education, training and experience that provides the requisite knowledge, skills, and abilities for this job. Preference will be given to candidates with 3-5 years of local government attorney experience and 2-4 years of management experience in an Attorney’s office. Valid Driver’s License required.

 Compensation and Application Process

Open and competitive starting salary Depending on Qualifications (DOQ)

Excellent employee benefits—sample of benefits listed below:

à Health benefits for employee and family (plus dental & vision)

à South Carolina Retirement System (pension plan),

à Copy of Employee Benefits Manual Available

à Relocation expenses and other benefits as may be negotiated.

County of Richland is an AA/EOE employer & encourages diversity

More information is available on website: http://www.richlandcountysc.gov/

If you are interested in this position and you want to be considered for this great opportunity, please email your resume and cover letter to Ms. Frank and Mr. Slavin. Top candidates will be asked to complete a questionnaire so early applicants will have more time to prepare responses. Position open until filled with first screening June 13, 2021. For more information about the position and/or the recruitment process you are invited to contact either Randi Frank at Randi Frank Consulting, LLC [email protected] (203) 213-3722. or Bob Slavin at [email protected] (770) 449-4656; For copy of profile with more details email us.

Please see here for full profile.

Starting Salary DOQ – Salary Range $136,239 – $163,489

The City of Stamford is seeking a highly motivated and experienced professional to manage and direct all matters pertaining to the traffic functions of the City, in accordance with the City Charter. The position of Bureau Chief of Transportation, Traffic and Parking is a highly responsible managerial and administrative position, working collaboratively with various stakeholders, is responsible for the day-to-day activities of the department, which includes analysis, planning, execution and administration of site and construction plans and programs to enhance safety and operations for the City’s multi-modal transportation functions. The Director of Operations shall appoint the Bureau Chief, Transportation, Traffic & Parking.

The ideal candidate must be a visionary leader who possess exceptional skills in transportation and infrastructure systems, complete streets planning, coordination of transportation construction projects, and in the development of municipal construction projects Thorough knowledge of the principles and practices used in the preparation and exploration of plans and specifications is essential, as is the ability to develop strategic plans, seek and apply for grant funding for transportation initiatives, establish policies and programs and communicate clearly and effectively in public meetings, and in writing. Must have solid leadership, management, and decision-making skills. The position will direct Traffic Engineering and Analysis, as well as be responsible for the day-to-day operations of the parking division, managing municipal on street parking, as well as multiple parking structures and lots. As well as, the Signs and Lines division, overseeing all traffic engineering and operations, and managing a state-of-the-art Traffic Operations Division for the city’s 211 traffic signals.

The position is responsible for budgetary oversight of the City’s Parking Fund. The candidate should have considerable knowledge of state and federal grant opportunities/requirements; have the experience and the ability to respond persuasively to grant applications; and, have budgetary oversight over such grants.

Qualifications: Graduation from an accredited college or university with a minimum of a Bachelor’s Degree in Civil Engineering/Traffic and Transportation planning or a Bachelor’s Degree in Planning, Municipal Planning, Urban Planning, or Business Administration and seven (7) years of progressively responsible experience in traffic and transportation engineering and/or transportation planning including at least four (4) years of managerial experience. A Master’s degree in the educational areas listed above may be substituted for one (1) year’s work experience, or equivalent combination of education and experience.

Stamford is an AA/EOE employer

If you are interested in this position and have questions, please contact Ms. Frank (at [email protected] 203-213-3722 or see detailed profile on website www.randifrank.com) before applying. To apply now for this great opportunity please go online to Stamford HR jobs site to send your cover letter and resume to

Ms. Rosemarie Frager, Human Resources Division City of Stamford
888 Washington Blvd. – P.O. Box 10152
Stamford, CT 06904-2152
Phone: (203) 977-4068   FAX: (203) 977-4075 [email protected]

https://www.stamfordct.gov/human-resources/city-jobs/pages/city-job-postings

Position will remain open until filled. The City is anxious to fill the position as soon as possible, so a quick response is strongly recommended. Ms. Frank will screen resumes as they arrive. Professionally qualified applicants will immediately be asked to complete a comprehensive supplemental questionnaire. Therefore, early applicants will have more time to complete the questionnaire.

Please see here for a full profile.

Open and competitive starting salary DOQ—Salary Range is $156,000 to $219,000

Description of MDC

The District was created by the Connecticut General Assembly in 1929 and operates as a special charter municipality corporation of the State of Connecticut as amended (the MDC Charter). The Metropolitan District Commission (MDC) has played a preeminent role in the Capital Region providing safe, pure drinking water and sewer services to towns in the Greater Hartford Metro Area. The member municipalities incorporated in the District are the City of Hartford, and the Towns of Bloomfield, East Hartford, Newington, Rocky Hill, West Hartford, Wethersfield, and Windsor.

Summary of Job Description

Purpose—This is a highly responsible financial executive position responsible for managing the District’s financial functions including: financial plans, controls, and reporting; management of various funds; directing budgeting, accounting, and auditing; management of treasury, cash investments, insurance and debt. Work requires thorough knowledge, skills, and ability in all phases of executive level government financial management through the supervision of three division heads. Reports to the Chief Administrative Officer, works closely with the Chief Executive Officer and a members of senior management team. Prepares financial reports and presentations for the District Board and the following committees: Audit, Personnel and Pension, and Insurance committee, Finance Board.

Qualifications for Director of Finance/Chief Financial Officer

The qualifications required would generally be acquired with a bachelor’s degree in accounting, business or public administration, supplemented by a minimum of ten years of progressively responsible government financial management experience with a minimum of four years of senior management experience. Knowledge of Government Accounting, fund accounting, GASB, bond markets, treasury, cash management, budgets, working with government boards of directors, excellent presentation skills, etc. or an equivalent of education, experience and knowledge, skills, and ability to meet the job responsibilities. Preference given to candidates with MBA, Masters Level education, and CPA and GFOA certificates.

Compensation and Application Process

Open and competitive starting salary DOQ—Salary Range is $156,000 to $219,000

Excellent employee benefits:

• Life Insurance = to salary, 13 holidays, short term disability ins., sick and vacation leave, etc.
• Health benefits for employee and family; including dental –H.S.A. employee premium =16%
• MDC Pension Retirement (employee share is 7.5% and 1% for OPEB benefits-10-year vesting)
• Optional Employee-Deferred Compensation Program

MDC is an AA/EOE employer

More information is available on website: https://themdc.org/

For a copy of Job Description, Budgets, Audits, and Financial Policies please email Ms. Frank at [email protected]

If you are interested in this outstanding position and you want to be considered, please mail or email your resume and cover letter to Ms. Frank.  Top candidates will be asked to complete a questionnaire. Early applicants will have more time to prepare responses.

Position open until filled with first screening April 5, 2021.
Click here for detailed profile about position.