The full range of HR services, through the lens of equity
Extend, Your Team
OAIB offers strategy, consultation and on-call support for the full range of HR functions across the entire employee lifecycle.
Today’s human resource challenges can be overwhelming, but you’re not alone
We bring the experience, procedures, and training to help you succeed in today’s ever-changing environment.
HR Support Services
Talent Development &
Learning & Development
Compensation & Benefits
Culture & Belonging
HR Training & Capacity
needs, on your
Enact the plan, track
metrics, and report
Multiple Ways To
Partner With OAIB
Project-based engagements, such as recruiting
for an open position, or implementing an annual evaluation process.
|2||Consulting retainers (monthly banked hours) to address organizational issues, often for large issues or crisis management.|
|3||Staffing augmentation including in-house HR managers to support the day-to-day, partnered with a SPOC.|
HR Support Services
Bringing decades of HR experience, we can supplement and enhance your team with end-to-end HR support services covering all aspects of the employee lifecycle
Create a culture and behaviors that align with your purpose, values, goals, and culture.
|Establish goals, objectives, and strategic action steps|
|Facilitate meetings, processes, or stretch conversations|
|Create executive summary and strategic plan|
Attract and hire the most diverse and qualified professionals in your industry.
|Ensure fair and equitable hiring practices|
|Create job descriptions and placements process|
|Review, analyze, screen resumes, and conduct or support interviews|
|Check references and conduct background checks|
|Create offer letters|
TALENT DEVELOPMENT & MANAGEMENT
Develop, motivate, and retain employees with cost-effective training, tools, and opportunities to advance their careers.
|Assess and identify learning opportunities and training needs|
|Create and deliver workshops, online learning, and coaching|
|Establish or upgrade training programs|
|Create personalized ways for employees to acquire relevant skills, such as knowledge sharing|
|Measure and track training effectiveness and organizational impact|
|Facilitate succession planning, preparing for future staffing needs|
|Strategically maximize talent by hiring the right people and exploring hidden talent|
LEARNING & DEVELOPMENT
Align employees’ skills, knowledge, competency, and attitude with personal and organizational goals.
|Assess needs analysis|
|Define a strategy that aligns with business goals and objectives|
|Provide a wide range of training, including coaching and leadership development|
|Build capabilities across the entire organization|
|Create/Change/Implement L&D policies and company standards|
Increase employee output while boosting employee satisfaction, reducing turnover, and improving employee wellbeing.
|Create definitions and communication plans around roles, expectations, and success measures|
|Collaborate with a high level of transparency|
|Train managers and staff on how to conduct feedback check-ins and both informal and formal reviews|
|Create and implement recognition programs|
|Compare present performance vs. potential for future performance|
|Provide training on eliminating unconscious social and cognitive biases in employee evaluation criteria and processes.|
|Recommend software to track and deliver evaluation/feedback|
Ensure policies, practices, and procedures are appropriate, effective, and properly enforced, so as to maintain a positive working relationship between the organization and employees.
|Audit company’s Employee Handbook with an equity lens, specifically regarding policies, practices, procedures, and supporting documentation|
|Understanding where behaviors don’t align with policies|
|Corporate and individual communications|
|Provide conflict resolution for organizational issues|
|Train, create and manage Performance Improvement Plans (PIP)|
|Investigate employee relations cases, and consult on risk mitigation strategies and issues|
COMPENSATION & BENEFITS
Reward and motivate staff for their contributions.
|Review employee compensation programs|
|Research and negotiate benefits plans|
|Design and implement employee compensation structures|
|Address pay inequities|
|Identify and adequately compensate critical talent|
ORGANIZATION DEVELOPMENT & EFFECTIVENESS
Enhance organizational strategy, structure, culture, and processes, to improve organizational effectiveness.
|Conduct organizational needs assessment and analysis|
|Create strategic action plans|
|Provide training based on needs|
|Create or update policies and procedures|
|Make organizational structure recommendations (Simple/Flat, Matrix, Network, etc.)|
|Recommend people and cultural changes|
|Advice on remote, dispersed, and virtual teams|
|Identify socio-cultural blindspots, biases, and other equity considerations|
Mitigate, prepare, and manage the negative effects of change.
|Perform readiness assessments|
|Provide communication planning and strategies|
|Provide training and resistance management|
|Solicit and manage employee feedback|
|Facilitate stakeholder engagement|
|Recommend organization design and management strategies|
CULTURE & BELONGING
Create an environment where everyone can be themselves while contributing to common objectives.
|Assess beliefs, interpersonal skills, management, culture, policies, practice, & procedures (using Spectra Diversity Assessments)|
|Provide racial equity assessments|
|Provide DEIB and racial equity training|
|Provide leadership coaching and training|
HR TRAINING & CAPACITY BUILDING
Increase your HR team’s effectiveness and impact.
|Assess HR department capabilities|
|Provide coaching and training for the HR function|
|Staff augmentation, including consulting and project management (such as updating employee handbooks, creating job descriptions, training staff, implementing systems, conducting an assessment, etc.)|
DISCOVER HOW YOUR Organization CAN BE At Its Best