A Mid-Sized Company – especially once they hit 50 employees has certain employment laws that are now applicable and legal reporting requirements. Those requirements become even more once a company hits 100 employees. Companies in the mid-sized range generally have an HR employee (or two), but they may need assistance with more strategic initiatives such as: Creating a compensation strategy including a full pay strategy (job banding, pay grades, etc); Creating a recruiting strategy as it relates to pay (lead or lag the market) and developing an ongoing recruiting strategy (forecasting based on turnover and market availability); Creating an enhanced but fair review process (usually tied to the compensation plan based on performance); Enhancing benefits (not just insurance, but EAP, 401k, etc); Enhancing the current Paid Time Off policies (making them more robust); Adding/enhancing other employee recognition programs (service awards, Kudos, etc); Ensuring training programs are in place (including policies to support it) such as Harassment, Diversity, Safety; Completing HR audits such as auditing pay practices, company handbooks, overall efficiency of the current HR staff and/or recommendations of HR needs, auditing of HR files, compliance audits, etc.; And lastly – Providing Employee Relations support/Management Advice. As companies grow, so does their staff, which inevitably leads to employee relations issues i.e. employees disagreeing over temperature in the office, employees complaining about other employees poor performance/behavior, etc. Leaders within an organization need strong HR advice as it relates to dealing with employee issues. Your HR Partner has the expertise and experience to know when we can help the company with ER issues and when we need to refer the company to legal counsel.