Fractional HR

We provide professional HR services and solutions for growing medical organizations that don’t yet have the need for a full HR department.

  • Temporary solutions will help transition to a more permanent HR team
  • Can advise existing staff on policy decisions and best practices
  • Will demonstrate the importance of an effective HR staff to leadership

Mergers and Acquisition Support:
We are happy to lend HR Contractors and support by supporting enterprise human capital consulting through our strategic analysis, support, talent calibration, project management, systems, and successful transition based on our clients people strategy goals.

HR Policy and Handbook Development and Communications
HR Solutions develops individual policies and procedures for our partners, as well as entire Employee Handbooks, Codes of Conduct, Branded internal documentation aligned to your Company’s culture and in compliance with today’s employment law consistently changing. We develop from start to finish, or we can review your current policies and procedures. We can also provide customized training with on demand branded training modules and in person trainings or virtual live.

Employee Relations Counseling on Day¬‐to¬‐Day Issues
We help employers fully understand both the legal ramifications and practical strategies of hiring, evaluating, managing, compensating, motivating, developing, disciplining and discharging employees. We will guide your team and leadership to make informed decisions based on best practices, from clients we serve and to minimize your risks, and control costs.

HR Audit and Efficacy Assessments
An effective Human Resources function must first be legally compliant and also align its people strategy to its business strategy and objectives. Knowing from experience the Gilbertsen Group will systematically evaluate both the legal compliance and the effectiveness of your current Human Resources structure, programs, policies and practices, make recommendations for improvements, and if requested, assist with action planning and implementation of any newly-identified programs, practices and/or policies. Typical areas to asses include:

  • Strategic Planning
  • Support of Organizational Culture
  • HR Structure
  • Performance Management
  • Compensation
  • Employee Engagement/Relations
  • Communication
  • I-9 Audits
  • Benefits
  • Staffing, Recruitment, Selection, and Onboarding
  • Education and Training
  • Human Resources Metrics