The Lewis Consulting Group

If you're a small to mid-sized business, it might not make sense to have a full-time HR person on staff. Not only might there be a shortage of work for a FT employee, but the salary you are able to pay may not get you the person with the appropriate level of expertise you need. Just because you have limited HR needs, doesn't mean that those issues aren't complex and deserving of an HR expert.

Most small to mid-sized businesses lack the internal resources and capabilities to develop, implement, and maintain the HR processes necessary to ensure compliance with frequently changing employment laws and industry best practices. The sooner your bases are covered, the sooner you can stop worrying about the basics and move on to planning strategically.

What it Entails
The scope of the work varies from company to company, and our goal is to come to an arrangement that works for you. We offer our services on a retainer or project basis. If you need short term onsite help – we can provide that as well for customers in the DC/MD/VA region.

There are great HR technologies out there that can help your company run faster and leaner, while also reducing the time and effort needed to stay compliant. Implementations require a high degree of technical skill and understanding, however most HR professionals don't have this because it isn't an everyday part of the average HR job.

It makes no sense to hire a full-time person when you only need them for the duration of the project. An IT department could implement a solution, but they don't know the right questions to ask to achieve the best results for payroll and HR. We provide professionals who have both the HR background, experience, and technical expertise to complete a successful implementation.​

What it Entails

Help assess vendors to select the right product at the right price for your business
Provide expertise that only comes from having done implementations and having seen dozens of demos and products
As an independent contractor we can ask hard questions about product flaws and push-back when deliverables don't meet expectations.
It allows you to preserve an ongoing positive relationship with the vendor, while simultaneously receiving a product up to your standards
Set-up the systems to meet immediate needs and maximize their future potential
Act as an external configuration and if needed implementation expert.
A second eye to ensure that all areas are completed, tested, and audited before signing off on the project.
We train your employees on how to use the system

Why Prior Experience Is Vital

We see smart HR people and company executives fall prey to flashy systems that lack necessary functionality; we discover poor data entry because no one understood the importance of initial accuracy, and we've found entire sections of HR systems that were not implemented or were non-functional.​

The best customer service you'll get from a vendor is during implementation - usually it significantly drops off after go-live. You need to get it right while you have their full attention. The consequences of a poor implementation are significant - frustration in a failed product, loss in initial investment/ wasted money, and ultimately the need to move to yet another vendor in order to fix the issues.

In order for HR to function appropriately you need to have the building blocks of HR in place. These are the foundations to the success of your HR function. Without this foundation you will lack a level of legal protection that can't be gained through acting in good faith.​

What it Entails
We put in place the Building Blocks of HR. With these in place your organization can set clear guidelines for employees, ensure your competitiveness in the market, you'll be prepared to face any unwelcome surprises.

The Building Blocks

Employee Handbooks
Policies and Procedures
Position Descriptions
Legal Compliance
Process and Workflow Documentation
Compliant Files and Record Retention
Performance Management Program and Tools
Competitive Benefits
Compensation Strategy and Rationale
Employee Relations Strategy

Investigations - Protect Yourself with Unbiased Investigators and Documentation​

Poorly conducted internal investigations can cost a company financially and damage its reputation. Many managers and human resource professionals make mistakes because they aren't properly trained or they're under pressure to resolve complaints quickly. For most small and medium sized businesses there isn't a frequent need for investigations or intervention in employee matters - so when the need finally arises their human resource department is not prepared and unsure how to safely proceed.

A properly conducted investigation should be done quickly and be impartial to show the employees that alleged misconduct is taken seriously. It should document findings in a written report, which helps defend a company should a lawsuit be filed later. A well written report can help you minimize your risk of liability. Done correctly, an investigation can be used to show employees that you take their concerns and well-being seriously, and can help build trust in your company.

Coaching and Mentoring - Tactical Guidance and Development of your Existing HR Staff and Help for your Managers

When a valued employee has skills and knowledge that haven't kept pace with the times, we can help them acquire ways to become and stay current on important issues. We serve as experts they can consult, and provide context to help them sharpen critical thinking. Our goal is for your HR staff to learn the skills they need to succeed so that they aren't dependent on external help.

Provide Subject Matter Expertise

Teach HR staff how to "own" the position they have
Align HR staff career objectives with organizational goals
Help HR staff navigate organizational behaviors
Strengthen interpersonal skills and peer relationships
Cultivate leadership potential and aid in learning and development

We conduct executive searches and provide recruiting services.

Flat Fee Arrangements
Initial Needs Assessment
Developing Position Descriptions
Identifying Candidates
Candidate Screening, Scheduling, and Interviewing
Client Interview Support and Coaching
Assessment and reference checks
Designing and making the offer​