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.

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.

The Alternative HR Blog

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

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.

Read More

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.

Read More

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.

Read More

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.

Read More

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.

Read More

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.

Read More

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.

Read 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!

Read More

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.

Read More

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.

Read More

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.

Read More

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.

Read More

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...
Read More

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.

Read More

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.

Read More

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.

Read More

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...
Read More

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!

Subscribe for our monthly newsletter and important updates!

Join our mailing list to receive the latest HR news and updates from Alternative HR.

You have Successfully Subscribed!