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.

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.

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.

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.

The Alternative HR Blog

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

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.

Read More

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.

Read More

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.

Read More

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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How NOT to tell an employee you’re letting them go

We caught up with a former colleague the other day and heard the story of how he got into the great role he has right now. The ending was sweet, but the story of how he got there was appalling. So – unless your staffer has committed a crime of some sort – here is a list of how NOT to tell an employee that you’re letting them go.

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Start here for a safer workplace

Because you are in your workplace every day, it’s sometimes difficult to notice potential problems in your safety practices. If you don’t want to learn about the safety risks in your business the hard way, start with the OSHA Top Ten violation list. Look at them through the lens of your business, and take preventative steps for a safer workplace.

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The opioid crisis in your workplace

If you have an employee with drug abuse issues you don’t want him or her to be placed in circumstances where there could be a repeat – or worse – incident. The problem for some employers is that the OSHA- required post-accident drug testing might deter individuals from reporting accidents – which creates a violation in the requirement to report.

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Surviving the family business

Are you thriving in the family business, or only surviving? It can be incredibly rewarding to establish a business with the intention to create a legacy that will live longer than the patriarch or matriarch founder.Your...
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Measure employee satisfaction with the eNPS

Studies say that 70-80% of employees are disengaged at work. if you want employees to work harder, stay with your company longer, and make the workplace a more pleasant place to be, ask this question. Scoring your company’s eNPS performance is a good first step to take.

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Is this job candidate lying?

Is this job candidate lying? It’s trying when your business has vacancies in key positions, to the point that sometimes you might feel tempted to fill the slot with the first available candidate. But you’ve learned (perhaps the hard way) that bad hires are more expensive than no hires. You’re worried that you might be missing clues that this person in front of you right now isn’t the superstar that his resume claims he is.

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Hot days call for safety measures

If you employ Summer seasonal workers, and/or if you are adding to your employee complement right now, pay extra attention to this. The next few days are expected to reach temperatures in the 90’s, and hot days call for heat-related safety measures. OSHA reports that the highest incidences of heat-related worker deaths occur in their first three days at work, and 1/3 occur on the very first day. It takes approximately 14 days to acclimate to hot weather, so when the temperatures are variable at the beginning of the season (and few are truly acclimated yet) extra caution should be taken.

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Prevent “surprise” terminations, avoid lawsuits

If you have to terminate an employee for poor performance, and it's a surprise to the employee, you could wind up on the wrong end of a verdict in a lawsuit. Your best prevention (or winning strategy) is to communicate...
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Diversity could become your strategic advantage

When you decide that for your business greater diversity is a priority, when you look at two applicants of equal credentials and comparable work experience you choose FOR diversity. You take a look at the rituals in your company’s culture that could exclude, and you modify them to be more inclusive. You invite “new and different” folks into the informal groups where they would not presume that they are welcome. You do not tolerate behavior that is demeaning or rude based upon differences. And you talk about the inevitable bumps in the emerging relationships as they occur, before misunderstandings have the opportunity to grow.

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Calling “Time’s up!” on Bad Behavior

Are you unintentionally rewarding bad or substandard behavior? If so, it’s time to call “Time’s up.” When there is no feedback and no correction, employees’ behavioral habits start to form. And once they are ingrained they are very difficult to change. You need to nip this behavior before it grows to full flower. Arrange to sit down face to face with the individual and have a disciplinary interview.

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Attendance policies that fit your business

You can tailor your attendance policies to your business so you can be productive and competitive as both a business and an employer. There are also choices that you make in how you manage attendance that reflect your company culture.

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Behavioral interviewing using the STAR model

Behavioral interviewing helps to reveal what the applicant achieved in his or her prior roles, but it also reveals HOW they achieved their results. If you focused solely on results you would be missing the illumination of attitudes and behaviors that will or will not be a good fit for your company culture.

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Would your employees prefer sick leave or paid time off?

Whichever policy you choose to establish, it is important to apply it consistently across your organization. You need to establish criteria for the approval of PTO days, and/or the triggers for the requirement of a doctor’s excuse. In the midst of doing business and achieving workplace goals, life happens. And you are best to be prepared for it.

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Fair Labor Standards for Student Workers

Are you contemplating hiring student workers in your business? If so, in order to be compliant with Fair Labor Standards for Student Workers you need to know this information:

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Are employees better motivated by a carrot or a stick?

Both the carrot and the stick assume that you can motivate another person. In the short term both methods above can influence behavior, but in the long term you can’t. What you can do is create a climate in which a person can become self-motivated. Intrinsic motivation is more powerful and sustainable than either the carrot or the stick.

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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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