Our Services

A workplace investigation commences when an internal HR professional or a third-party investigator is tasked with looking into a workplace issue and coming to a conclusion of facts. Investigations are most often initiated when an employee comes forward with a complaint regarding inappropriate behaviour in the workplace or a violation of company policy. The investigation follows a specific process to ensure all facts are considered.

Is the process of limiting negative aspects of conflict while increasing the positive aspects of conflict. The aim is to enhance learning and group outcomes, including effectiveness or performance in a business or organizational setting. The focus of employee relations includes communication about topic such as employee health and well-being, skills training, team building, and positive employee welfare.

This is a process of deciding what should be achieved, what should be done to achieve it, how to do it efficiently and economically, who should be involved in its creation, and when to implement it into the business. Every organization needs to consider whether to have a policy or rather a guideline when looking at the needs of their business or organization.

Refers to educational activities within a company or organization that is created to enhance the knowledge and skills of employees while providing information and instruction on how to better perform specific tasks. Companies and organizations create plans for different roles to strengthen leadership, deliver services to customers, innovate to improve processes, etc.

Generally, compliance means conforming to a rule, such as a specification, policy, standard, or law. Due to the complexities and the increasing number of regulations, companies and organizations are adopting the use of consolidated and harmonized sets of compliance controls. This approach is used to ensure that all necessary governance requirements can be met without the unnecessary duplication of effort and activity from resources. Consideration of all applicable laws both federal and provincial is key.

A strategy of identifying and developing future leaders at a company or organization and can be done at all levels of the organization. It helps a business or organization prepare for all contingencies in advance. Additionally, talent management can attract and retain high-quality staff, develop skills, and motivate them to improve performance. This can be a pipeline to feed the succession plan strategy.

An ongoing process of communication between a supervisor and an employee that occurs throughout the year. This action supports behaviours key to accomplishing strategic objectives of the business or organization. As well, it supports employees in their individual and career growth.

The practice of compensation and benefits is fundamental in its company and organizational framework, providing staff with fair and equitable wages in exchange for their service/work. Strategies in retention, promotion, bonuses, training, special assignments, retirement can be tied to this area of Human Resources.

• Bias Awareness refers to unconscious attitudes, reactions, stereotypes, and categories that affect behavior and understanding. Training programs are designed to expose people to their implicit biases, provide tools to adjust automatic patterns of thinking and ultimately eliminate discriminatory behaviors. Awareness is key.
• Diversity is the presence of differences within a given setting. In the workplace, it can mean differences in race, ethnicity, gender, or any number of things.
• Inclusion is the practice of ensuring that people feel a sense of belonging and support from the organization.