HR Assessment

Client Needs – Our client, a Boston-based architecture, design and engineering firm, was interested in elevating their HR function to a more strategic level. The firm had grown to 4 offices in the U.S. and China and had changed substantially since the HR function was first introduced. Our client also recognized the need to bring a strategic partner on board to help them navigate through the nuances of today’s workforce and workplace.

The client wanted to focus on HR having a more strategic presence in leadership, while creating a strong HR team. While they needed a new HR leader, the client also wanted guidance on how to structure a growing HR team moving into the future.

HR Advisors Group’s Solution – Our consultants conducted a thorough assessment to understand:

  • The firm’s culture
  • What management and staff needed from HR in order to do their jobs
  • What HR could do to engage employees, support their career development and enhance the overall employee experience
  • What the priorities were for the firm in their future success

This assessment was key so that we could provide recommendations for an HR function, structure and best practices that would set them up for success now and in the future. In addition, it would assist with a search for a leader that aligned with the firm’s goals and would be one of the keys to their success.

Our team conducted interviews with the former HR Director and several leaders across the firm, as well as facilitated focus groups with emerging leaders and staff who handled HR-related duties to gain diverse viewpoints and perspectives. We find that engaging staff in this process provides a 360 approach to understanding and recognizing the firm’s goals and vision towards their future success.

We advised the client on how to select the participants so that we could hear from staff in multiple areas and at multiple levels to get a diverse perspective. Questions focused on how HR can best support their priorities, their needs for the future, their own perspectives on development and career progression, and the firm’s culture – what it is now and what they want it to be.

The team reviewed key programs, plans, procedures such as the client’s strategic plan, organizational charts, employee handbook, benefits, employee engagement initiatives, all HR programs, and the job description of the former HR Director, to learn more about the client’s current priorities, programs, policies and practices and gain insight into the firm’s culture.

Key Activities and Learning Objectives for this Initiative included:

  • Conduct interviews via video platform
  • Facilitate focus groups with key emerging leaders and leadership
  • Review programs, plans, and initiatives
  • Develop a report that included:
    • Feedback from the various sources within the firm
    • Recommendations on how HR can better support the future success of the business, leadership and staff, based on feedback received and best practices
    • Job descriptions for each of the roles that we create or recommend
    • The priority skillsets, leadership qualities and traits needed to be successful
    • A plan to search for a new HR leader

As a result of our efforts, our client recognized the firm’s needs and their desire in bringing in a strategic partner to navigate through various workforce challenges during the pandemic and beyond. HR Advisors Group’s ability to listen and to understand the needs of our client, to be creative and flexible, fostered a strong connection and a trusting relationship with the client.

Our partnership continued with HR Advisors Group conducting the search for a new CHRO. After extensive sourcing, HR Advisors Group identified a qualified candidate with the experience to lead HR strategy for the client, while also building out an HR team.

Our Work