Case Study #1

A graphic design company asked us to train an HR Manager with no previous HR experience.

We worked closely with the new manager to create standard operating procedures for HR, develop an employee handbook and to instruct and monitor her staff. She learned how to write and place ads, screen resumes, conduct telephone and in-person interviews, offer jobs, complete Form I-9 and other paperwork, give new hire orientation, performance evaluations, and legal/cost management issues – unemployment, disability and workers’ compensation, handling harassment and discrimination issues.

Through our training we changed the way the company dealt with their employees. A disorganized, random process became a systematic and professional approach that reduced turnover, improved the quality of new employees, reduced legal exposure and gave employees a fair and consistent set of rules. This enabled the company owner to focus on marketing rather than on personnel issues.

Case Study #2

Aspire provided a company in the parking services industry to act as outsourced HR Director, as it went through a large scale reorganization and relocation of their headquarters from Los Angeles to Philadelphia.

Working with the company branches, Aspire established a transition process to effectively communicate to all employees. Communications were implemented for new job opportunities, severance and retention packages proposed, and the opportunity to work remotely was offered. In addition, we recruited new staff for the headquarters, including accounting, marketing, HR and payroll personnel.

The communication plan resulted in a smooth transition of a delicate process that had the potential for causing severe disruption in the company.

Case Study #3

A start-up company needed a formal HR structure.

Aspire hired key employees in marketing, accounting and operations, wrote an employee handbook, advised the owner on personnel issues, attended company strategy meetings and advised on compensation and benefits issues.

This start-up was able to focus on expanding the business instead of human resources issues.

Case Study #4

A popular New York City restaurant was struggling with a harassment complaint and faced a potential costly lawsuit.

Aspire interviewed the restaurant’s employees and was able to recommend to the owners an objective solution that resolved the issue. In addition, we created an employee handbook so that if similar issues arose in the future, the company would be protected and employees would have processes in place to get faster results.

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