Navigating Your People’s Purpose.
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ADMINISTRATION
AND
OVERSIGHT
Services and Support Guidance
Tritrix HR Solutions™ offers an external provider services component to human resources administration and oversight by focusing on advisory rather that operational work. We leverage expert insights to audit current HR practices, identify gaps, report findings, and create policies, handbooks, and compliance frameworks while still granting retention of ownership and control to the client to perform implementation with internal staff.
ADMINISTRATION SERVICES
ADMINISTRATION SERVICES:
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Review connections to task application efficiencies for administering training and talent development programs by applying a project management delivery technique to the employee life cycle.
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Review the internal and external promotion elements of change management for widespread workforce buy-in.
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Divulge pathways to "I wish my colleagues/teammates all could do or know ‘ABC’" as a 360 department plan without violating Title VII of the Civil Rights Act of 1964 (Title VII), Americans with Disabilities Act of 1990, as amended (ADA), or other discriminatory activities to the general business environment of interpreting and applying information.
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Design a closed loop course for career development programs for success in time and attendance
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Review process in contrast to task systems to compel support for implementation and communication of organizational programs.
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Design chain of custody initiatives for limited-access material such as time to hire, harassment prevention investigations, performance administration, and various other pause points throughout the employee experience life cycle to safeguard compliance of Title VII, ADA, Family Medical Leave Act (FMLA), Uniform Services Employment and Reemployment Rights Act (USERRA), and other employment laws. Workers’ Compensation (WC), however, would be included as a component of an insurance element, rather a legal element.
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Design communication opportunities to modify employee perception of an integrated management system (e.g., Human Resources Information System (HRIS)) from being a surveillance-style or "digital leash" program for tracking employees’ work product and whereabouts to a benchmark system that empowers, going beyond just enforcing, so as to prioritize a perception of ease, transparency, personal growth in talent acquisition and retention, as well as other HR and people services categories.
OVERSIGHT SUPPORT SERVICES
OVERSIGHT SUPPORT SERVICES:
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Undertake a holistic evaluation for comprehension and reinforcement of business objectives where people and culture meet behavioral expectations.
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Assess operational adherence to applied components of various governance subject matter such as Title VII of the Civil Rights Act of 1964 (Title VII), Americans with Disabilities Act of 1990, as amended (ADA), and Older Workers Benefit Protection Act (OWBPA) to decrease an employer's value discrepancies, increase worth deliverables, and contribute to succession planning.
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Conduct a “blind” compensation audit by pivoting from data analysis to a process advisory role by providing compliance frameworks through auditing the mechanisms (systems, policies, and decision-making workflows) and mitigating bias by focusing on systemic fairness in direct connection with structural and/or procedural improvements, rather than just the statistical outcomes, thereby the client retains control―no sensitive internal data required.
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Design an initial draft, edit, or complete rewrite of the employee handbook that integrates the trending component of connecting employees to company identity, making it an evergreen policy resource with a maintenance plan.
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Review automation potential of a dedicated category of software within the integrated management system (IMS) landscape―often referenced as Human Resources Information System (HRIS)―that offers to streamline employee data in core HR processes (payroll, benefits, talent tacking) for support in workflows of HR and people services administration and/or business functions .
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Evaluate the maturity level of the HRIS decision-making process, distinguishing between initial planning and final implementation―processes, systems, and culture.
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Design a procedural blueprint in the use of an HRIS to remain compliant with records management (payroll, personnel, professional development, leaves of absence) and relevant laws and regulations including avoiding discrimination pitfalls in Search Engine Optimization (SEO), and moving visual media (videos). HRIS software has the capacity to contain protected, private information and, as such, a security breach could be a costly liability for a company!
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Map limiting factors and constraints with an HRIS such as privacy and trust, narrow vendor market for maintenance (“vendor lock-in”), complexity, legal jeopardy, and potentially demotivated employees from the “digital leash” perception.