Making HR Simple.

Human Resources Consulting: The realistic and reasonable alternative to traditional HR practices.

Alternative HR is a human resources consulting and outsourcing organization dedicated to providing small business owners with an affordable alternative to hiring a full time certified Human Resource professional. It’s never been so easy for employers to remain compliant with local, state, and federal laws while running their business without the employee headaches.

Why Companies Rely On Us

hr audits

HR Audits

This overview of the HR functions will tell you if you are in compliance, gives you employee handbook feedback, and shares some best practices.

hr retainer program

HR Retainer Program

This program includes unlimited phone and email consultation on HR topics for only $10 per employee, per month.

onsite hr services

Onsite Services

Alternative HR offers HR assistance at your facility on a weekly, bi-weekly, or as needed basis to help with any HR related tasks. 

recruiting services

Recruiting Services

Alternative HR will help you find employees that not only have the skill set you require, but more importantly, are a good fit for your company.

handbooks and manuals

Handbooks & Manuals

 We can recommend important HR policies for nearly every type of business, and what should be included in employee handbooks and/or procedure manuals.

procedure manuals

Employee Relations

No time for updating job descriptions, creating performance improvement plans, terminating employees, managing FMLA or handling the benefits renewal? Let us help!

Tired of traditional HR methods?

There is an easier way: Alternative HR makes Human Resource compliance simple.

Alternative HR Values

hr consulting

We value providing reasonable, realistic solutions to companies based on their size and industry. We prefer to keep it as simple as possible, while protecting your company and employees. A company of 20 employees does not need a 75 page handbook! We can guide you on what you could put into place, and let you make the decision on what works for you and your team.

AHR Handbook Template

hr consulting

Alternative HR has created our own employee handbook that focuses on keeping it simple. It includes only policies we strongly recommend and focuses on keeping them positive. Instead of listing what employees can’t do, we share with them what the expectations of a team member are.

Alternative HR Solutions

hr consulting

Have a creative idea in mind for managing your workforce? Not sure how to implement it in a compliant way? Let Alternative HR help you determine a realistic way to implement an untraditional HR practice!

There is an easier way: Alternative HR makes Human Resource compliance simple.

Alternative HR Values

We value providing reasonable, realistic solutions to companies based on their size and industry. We prefer to keep it as simple as possible, while protecting your company and employees. A company of 20 employees does not need a 75 page handbook! We can guide you on what you could put into place, and let you make the decision on what works for you and your team.

AHR Handbook Template

Alternative HR has created our own employee handbook that focuses on keeping it simple. It includes only policies we strongly recommend and focuses on keeping them positive. Instead of listing what employees can’t do, we share with them what the expectations of a team member are.

Alternative HR Solutions

Have a creative idea in mind for managing your workforce? Not sure how to implement it in a compliant way? Let Alternative HR help you determine a realistic way to implement an untraditional HR practice!

Stay Informed

The Alternative HR Blog

Keeping our visitors up to date on the latest employment news, human resource laws, EEOC info, and much more.

Help an employee make a turnaround

You can help an employee make a performance turnaround – if the situation warrants the energy on both of your parts to remedy the situation. You’re weighing a couple of factors here – it would be inconvenient and maybe costly to terminate the employee, but you also know that providing legitimate support for the employee’s improvement will consume your time. If you’re not willing to invest in this employee, better to cut bait and search for a better fit with another candidate rather than drag on with inadequate performance. You’re not willing to give up on this person?Then take these steps:

Safe Lifting Practices

Despite an employer’s attention to sound safety practices, there are circumstances where employees will try to do more than is safe. They may try to life loads manually that should be lifted only with mechanical assistance. Onsite management observation and employee safety teams can help to identify risky situations before they result in injury.

Are all employee opinions allowed at work?

As company leaders, modeling appropriate behavior and holding individuals accountable for inclusive speech and behavior are critical cultural responsibilities. You can’t manage attitudes or change habits of thought. That ball is in their court. You can only manage behavior, and in doing so demonstrate to your entire employee base where the boundaries are located. If you tolerate behavior that is outside the behavioral standard you show your employees that the standard doesn’t really exist. And if you are inconsistent in the application of behavioral limits and consequences from one situation to another, you run the risk of a discrimination claim of a different sort.

The Alternative HR Blog

Keeping our visitors up to date on the latest employment news, human resource laws, EEOC info, and much more.

Help an employee make a turnaround

You can help an employee make a performance turnaround – if the situation warrants the energy on both of your parts to remedy the situation. You’re weighing a couple of factors here – it would be inconvenient and maybe costly to terminate the employee, but you also know that providing legitimate support for the employee’s improvement will consume your time. If you’re not willing to invest in this employee, better to cut bait and search for a better fit with another candidate rather than drag on with inadequate performance. You’re not willing to give up on this person?Then take these steps:

Read More

Safe Lifting Practices

Despite an employer’s attention to sound safety practices, there are circumstances where employees will try to do more than is safe. They may try to life loads manually that should be lifted only with mechanical assistance. Onsite management observation and employee safety teams can help to identify risky situations before they result in injury.

Read More

Are all employee opinions allowed at work?

As company leaders, modeling appropriate behavior and holding individuals accountable for inclusive speech and behavior are critical cultural responsibilities. You can’t manage attitudes or change habits of thought. That ball is in their court. You can only manage behavior, and in doing so demonstrate to your entire employee base where the boundaries are located. If you tolerate behavior that is outside the behavioral standard you show your employees that the standard doesn’t really exist. And if you are inconsistent in the application of behavioral limits and consequences from one situation to another, you run the risk of a discrimination claim of a different sort.

Read More

Outstanding employees – born or made?

When hiring you certainly want to look for people who are prepared to fulfill the requirements of the position for which you are interviewing. It’s a better hire when the person is also aligned with your company’s core values, because that means that they will share some of your decision-making standards. It is an outstanding hire when you bring on board the raw material that is going to help you take your company into a prosperous future. Then it’s your job to mold it.

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What is the full value of your compensation package?

The Annual Compensation Report serves a couple of purposes. First, it does provide a more accurate rendering of what you are investing in each person in your company. But second, it provides perspective on just how much extra cash might be (or likely is not) swimming around in the budget tank waiting for someone to ask for a raise. In employee relations, sometimes more information helps you to manage the conversation.

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The applicant’s sales role during the hiring process

This is the second post of a 2-part series.
Today is about the applicant’s role in the two way sales process of applications, interviews, and hiring. You might be feeling some, or even a lot, of urgency to acquire a new job opportunity. The fit (or lack thereof) between you and this job, and you and this company, can make life good or miserable for both of you. So sell yourself, and let them sell you on the company and the opportunity, too.

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Job Interview – the two-way sales process

You have one or more openings to fill, and you need to be hiring NOW. You are feeling a strong sense of urgency to fill the role, but you also know that you want the person you bring on board to be a keeper. Read this for employer tips when hiring. Your goal is to attract – and then retain – top quality workers. And this process starts even before the opening is posted.

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Millennials with leadership goals, read this

Millenial, you see yourself as an emerging leader with a lot of potential. You know you are capable of a greater contribution than your current role gives you the room to make. You want to climb to the next level of authority in your company, and it’s not happening fast enough to satisfy you. It is not instant. But there are steps you can take.

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8 Principles to Increase Employee Engagement

Trying to move your company forward without engaging employees is like walking an elderly Labrador Retriever that has arthritis and hip dysplasia. Your arm and shoulder become sore from all of the pulling (OK, dragging), progress is slow and you don’t get very far. Today’s post is about lighting a fire within employees, not under employees.

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Increased attention on immigration compliance

Department head Jack Morris didn’t provide a timeline for the increase in enforcement personnel when speaking to the American Immigration Lawyers Association recently, but said that it’s clear that ICE intends to conduct more audits of employer compliance with the requirements of form I-9. The Form I-9 is used to verify employees’ identities and their authorization to work legally in the United States.

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From Founder Led to Professionally Managed – Part 2

Your transition from founder-led to professionally managed won’t occur overnight, so it’s not too soon to begin thinking, or even to take some action steps. Do your homework early so you’ll know what to expect, what moves are most practical and feasible, and how long it will realistically take to implement your plan.

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From founder led to professionally managed – Part 1

We are not implying here that founders are not professional. Professionally managed as we’ll talk about it here means creating an infrastructure of leadership intended to sustain and grow the business beyond any one person – for the company to become an ongoing entity in and of itself.

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Play helps teams work better

When you are in the work mindset, you are likely to think in terms of right and wrong, succeed and fail, good and bad, and you are critical of mistakes. In contrast, when you are in the mindset of play, the judgment comes out of it. Your activity has been transformed by your mental shift into a learning process. For instance, when you play with blocks, this tower stands up, this tower doesn’t stand. You notice and learn. You discover that if you add this to the structure, you can make the tower even taller. No judgment is involved here – play is just test, measure (observe), and repeat. Continuous improvement happens because of experimentation, because of PLAY.

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Are you misusing independent contractors?

Some businesses are keeping costs low and procedures simple by hiring independent contractors. But watch out. If you misclassify or willfully misrepresent an employee as an independent contractor your business could be at risk of fines, back taxes, even legal action.

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Making peace with conflict at work

Disagreement is never going away in the workplace, nor should it. If everyone in the business is a “yes man” important factors can be missed in decision making. Bad decisions are the result if the process is like a speeding locomotive. rushing past dissent to a quick conclusion. If everyone around the table thinks in the same way about the same things, what is the reason to have multiple people around the table? Different perspectives, the stops in the momentum for the Devil’s Advocate, and the reminders to include certain factors in the process – differences make the output better.

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Mindlessness and stereotypes in your business

Discrimination in the workplace is illegal. Period. Yet the impact of increasing diversity is that you are met more and more with situations that have a bit more subtle dynamic. You might not be making hiring or promotion decisions about a person, but you and your company’s culture might be making and reflecting assumptions that are not accurate and not fair. Ultimately, if unchecked, mindlessness and stereotypes in your business can lead to unplanned turnover, reduced productivity, and even costly lawsuits.

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Why you hire, why you fire

You hire because a candidate has the skills and knowledge that you need, or because their experience and education serve as evidence of their ability to learn. But you fire because of their attitudes and habits. No matter the skills and knowledge, attitudes and habits can sink a career. Fortunately, there are things you can do about this problem.

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It’s not about the money

It’s not really about money, but money is the language you’re using. The worst thing you can do when you have money representing issues is to neglect discussing them, or to wait until you are faced with a money-related crisis. These issues won’t go away while they are being ignored. Instead, money problems accumulate like loose change on the dresser, and at some point, the pile of coins becomes too big to resolve without taking drastic action.

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You want better performance? Get SMART!

The creation of outstanding performance is a shared responsibility between you and the employee(s) you have been entrusted to manage. Are you seeing the results you want from your investment in your staff? There are things they need to bring to the table, like prior training and a can-do attitude. But your part of the performance equation is to structure the work so your employees can execute effectively. You want better performance? Get SMART!

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LGBT discrimination a growing category at the EEOC

LGBT discrimination has been a growing category among charges filed at the EEOC; in 2016 1,650 charges were resolved and $4.4 million were recovered by the EEOC on behalf of LGBT plaintiffs. And from the beginning of tracking of LGBT-related workplace discrimination suits, 4,000 cases were resolved, with a financial impact to employers of $10.8 million.

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The Alternative HR Newsletter

Our monthly newsletter is a free resource for companies and employers to stay up to date on important HR and employee management topics.

Feeling Overwhelmed? We can help.

Get In Touch With Us

Contact us today to see how we can help your organization with its employee management needs.

717-855-5589

[email protected]

Get In Touch With Us

Contact us today to see how we can help your organization with its employee management needs.

Subscribe for our monthly newsletter and important updates!

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