BFF® HR Services, Inc helps businesses become more proactive, save time and learn how to better handle HR issues. By increasing your business’ HR knowledge, you minimize execution time and ensure quality results. You also get valuable time back that you can redirect your time and energy back into growing your business.

We customize HR solutions based on your business’ needs and if you don’t know what you need, we can help you with that too!

BFF®HR offers HR solutions to help you develop a long-term, sustainable plan that makes sense for your business.

HR Effectiveness Review may include:  HR-needs assessment, employee and manager handbooks, hiring guidelines, new hire/on-boarding processes, policies and guidelines, job descriptions, record retention and a variety of other HR processes.

HR On-Demand may include:  sexual harassment prevention training, initial direction on discrimination and harassment claims, pay and benefits guidance, employee conflict guidance, employee communication plans, planning for performance management, promotions and improving the employee experience.

Employment Laws, Policies and Guidelines

Employment lawsAsk Yourself:

  • Do you have the necessary working knowledge of human resources policies, laws and practices?
  • Can you identify workplace situations which may put your business at risk?
  • Do you know what your responsibilities are when employees request and/or are on a leave of absence?

Your Responsibilities:

  • Understand what role HR administration plays in your business' success.
  • Know the requirements imposed by federal and state laws.
  • Maintain accurate and complete personnel records (what to keep and for how long.)
  • Review important business policies and guidelines.

What BFF Provides for You:

  • An overview of state and federal employment laws.
  • Education on employment lawsuit trends.
  • Review and improve personnel recordkeeping practices.
  • Review and/or develop important policies in the Employee Handbook for usefulness.
  • An overview of HR responsibilities and pitfalls for your people managers.

Staffing and Recruiting Effectively

Staffing and Recruiting Ask Yourself:

  • Do you know how to analyze the differing roles that are needed for your business or are you just hiring the same exact position?
  • During an interview, do you know what questions to ask and what not to ask?
  • Can you identify an applicant’s strengths and talents?
  • Do you understand when an employee is exempt from overtime?

Your Responsibilities:

  • Know how to analyze what roles are needed for your business – don’t just hire the same exact position.
  • Know how to identify top talent and looking beyond the job description.
  • Review and update the job description regularly.
  • Help new employees adjust to the business culture, the job and what is to be expected of him or her in the role by onboarding them well.
  • Classify employees properly for overtime pay.

What BFF Provides You:

  • Education on recruiting methods and trends.
  • Review what can and cannot be asked during the application process.
  • Recruiting recordkeeping review – what you should and should not retain.
  • Identify if background checks are right for your business.
  • A road map for successful new-employee on-boarding.
  • Education on overtime and exempt-from-overtime statuses (FLSA designations).

Managing Employee Performance

Managing Employee PerformanceAsk Yourself:

  • Can you identify the elements of a good performance management process?
  • Do you write or document objective performance reviews that are fair, clear and help your business move forward?
  • Do you know how to recognize and communicate a good performance appraisal to provide positive feedback?

Your Responsibilities:

  • Ensure the business and the employee agree on specific job objectives and accountability standards.
  • Provide ongoing feedback and coaching that is timely and effective.
  • Schedule sufficient time with each employee to discuss what is going well and what needs improvement.
  • Document, document, document.

What BFF Provides You:

  • Assistance in clearly communicating job goals to the employee to avoid misunderstandings.
  • Identify the dos and don’ts in reviewing and communicating performance progress.
  • Develop an employee feedback plan that makes sense for your business.
  • As your business needs change, we can help you document these changes to the employee.
  • Develop and/or review any current employee assessment form to ensure it is objective and useful.

Coaching and Training Employees

Coaching and TrainingAsk Yourself:

  • Do you know the difference between coaching and counseling employees?
  • Do you spend more time focusing on an employee’s strengths and talent?
  • Are you good at addressing performance problems?
  • Are you prepared to defend your decisions?

Your Responsibilities:

  • Understanding the benefits of positive feedback (instead of criticism.)
  • Document or notate all discussions involving performance issues.
  • Encouraging top performers as they need more attention than poor performers.
  • Coaching employees every single day as a part of your regular conversations.

What BFF Provides You:

  • Help identify employee issues that may cause legal concerns.
  • Establish guidelines for performance issue conversations.
  • Develop a template to document your employee counseling sessions.
  • Discuss inexpensive ways to provide employee learning and training.
  • Develop a plan for retaining top performers.

Resignations and Terminations

Resignations and Terminations Ask Yourself:

  • Do you know the legal differences between resignations and terminations?
  • Do you know the real reasons your employees are leaving?
  • Are your resignation and termination processes reducing your risk?

Your Responsibilities:

  • Know how to legally and professionally terminate a poor performer and reduce future litigation risk.
  • Make sure you are taking all steps to protect your business when an employee leaves.
  • Understand why employees are leaving and why you are terminating employees.
  • Know the limitations of eliminating a position.

What BFF Provides You:

  • Establish consistent guidelines to exit an employee from your business.
  • Ensure final paychecks comply with your obligations regarding federal and state law.
  • Establish procedures to identify the real reasons why an employee resigns.
  • How to use what you’ve learned from the departing employee to hire the next employee.