ABP Solutions

BACKGROUND

Please describe your company and position.

I am the Director of HR for a multi-state and multi-unit retailer

Describe what your company does in a single sentence.

Multi-state and multi-unit retailer. 

OPPORTUNITY / CHALLENGE

What specific goals or objectives did you hire ABP Solutions to accomplish?

• Strategic Workforce Planning – Conducted a SWOT analysis to assess HR strengths, weaknesses, opportunities, and threats, aligning HR strategies with business goals.
• Legal & Compliance Support – Assisted with lawsuits, mitigating risks through proactive compliance and employee relations strategies.
• Employee Relations & Engagement – Strengthened workplace culture, morale, and communication to foster a more engaged and motivated workforce.
• Retention & Workforce Stability – Developed and implemented a retention plan to reduce turnover and improve long-term workforce stability.
• Recruiting Infrastructure Development – Built out and optimized the client’s recruiting processes to attract, hire, and retain top talent.
• Performance Management Optimization – Streamlined performance review processes to improve employee accountability, development, and productivity.

SOLUTION

How did you find ABP Solutions?

• Online Search
• Referral

Why did you select ABP Solutions over others?

• Pricing fit our budget
• Good value for cost
• Referred to me
• Company values aligned

How many teammates from ABP Solutions were assigned to this project?

2-5 Employees

Describe the scope of work in detail. Please include a summary of key deliverables.

Strategic HR Leadership:

• Develop and execute HR strategies that align with the organization’s overall vision and business goals.
• Partner with senior leadership to build an organizational structure that supports growth, operational efficiency, and sustainability.
• Act as a key advisor to the executive team on organizational design, leadership development, and workforce planning.

Talent Acquisition & Retention:

• Oversee recruitment strategies to attract top talent across various departments.
• Ensure effective onboarding processes to integrate new employees seamlessly into the organization.
• Develop retention strategies to reduce turnover, such as competitive compensation and benefits, employee recognition programs, and career development opportunities.

Employee Engagement & Culture:

• Foster a positive, inclusive, and high-performance culture within the organization.
• Implement employee engagement programs that drive productivity and morale.
• Advocate for work-life balance, employee well-being, and mental health initiatives.

Leadership Development & Succession Planning:

• Establish and maintain leadership development programs that ensure the growth of high-potential employees.
• Create a robust succession planning framework to fill key roles within the organization.

Performance Management & Learning & Development:

• Oversee performance management systems to ensure fair and effective evaluations.
• Drive continuous learning and development opportunities for employees to enhance their skills and knowledge.

Compensation & Benefits:

• Develop and manage competitive compensation and benefits strategies. 
• Regularly assess market trends to ensure compensation packages remain competitive and aligned with company goals.

HR Compliance & Risk Management:

• Ensure the organization remains compliant with all local, state, and federal labor laws and regulations. 
• Mitigate HR-related risks and handle any employee relations issues, grievances, or disputes in a fair and timely manner.

Key Deliverables:

HR Strategy Alignment: Quarterly and annual HR strategies aligned with business goals.
Talent Acquisition & Retention Metrics: Successful implementation of recruitment strategies with measurable reduction in turnover.
Employee Engagement: Regular engagement surveys with actionable outcomes, lead to improved satisfaction scores.
Leadership Development: Development programs for emerging leaders, with a clear internal talent pipeline for key roles.
Performance Management System: Refined performance review processes with clear criteria and feedback systems.
Compensation & Benefits Review: Annual review of compensation packages to ensure competitiveness.
Compliance Audits: Regular compliance checks and risk management reports.

RESULTS & FEEDBACK

What were the measurable outcomes from the project that demonstrate progress or success?

1. Alignment of HR Strategy with Business Goals:
Outcome: Successful execution of HR strategies aligned with the company’s objectives.
Measurement: Quarterly and annual reviews that show alignment between HR strategies and business performance, including specific targets met or exceeded in talent development, retention, and employee performance metrics.

2. Talent Acquisition & Retention Success:
Outcome: Improved talent acquisition strategies and reduced employee turnover.
Measurement:Turnover Rate: A reduction in employee turnover by a set percentage compared to previous years.
Time to Fill: Decreased time to fill open positions, indicating more efficient recruitment processes.
Employee Retention: Increased retention of top performers, particularly in critical roles or high-potential talent.
Quality of Hire: Post-hire surveys or performance reviews showing new hires’ integration and performance in line with expectations.

3. Employee Engagement & Culture Impact:
Outcome: Higher employee engagement and stronger organizational culture.
Measurement:Employee Engagement Scores: Increased employee engagement survey results, reflecting a more motivated and satisfied workforce.
Participation in Engagement Initiatives: A high participation rate in company-sponsored programs (e.g., wellness programs, employee recognition).
Employee Satisfaction: Improvement in satisfaction scores, measured through periodic pulse surveys or annual surveys.

4. Leadership Development & Succession Planning:
Outcome: Development of internal leadership talent and a successful succession plan.
Measurement:Leadership Program Success: Increased number of employees promoted from within, demonstrating the effectiveness of leadership development programs.
Succession Bench Strength: A clear and well-documented succession plan with a set number of roles covered by internal candidates, reducing the need for external hires for senior roles.
Leadership Performance: Positive feedback and performance reviews from managers or senior leaders about emerging leadership talent.

5. Performance Management & Development:
Outcome: More effective performance management processes and improved employee development.
Measurement:Performance Review Completion: Higher completion rates for performance reviews within the designated timelines.
Employee Performance: Improvement in overall performance ratings across the organization, with a specific focus on high-impact roles.
Skill Development: Tracking employee progress in skill-building and learning development programs, reflected in their performance evaluations and growth within the organization.

6. Compensation & Benefits Competitiveness:
Outcome: Improved compensation and benefits packages that attract and retain talent.
Measurement:Market Competitiveness: Annual compensation reviews showing that the organization’s pay scales are competitive with industry standards.
Employee Satisfaction with Benefits: Improved employee feedback and satisfaction with compensation packages through surveys or focus groups.

7. Compliance & Risk Management:
Outcome: Ensuring the organization’s HR practices are compliant with relevant laws and regulations.
Measurement:Compliance Audits: Successful completion of internal and external compliance audits with minimal or no violations.
Risk Mitigation: A reduction in legal disputes, grievances, or labor-related issues due to proactive HR management.
 

Describe their project management. Did they deliver items on time? How did they respond to your needs?

The project management approach of the HR team was highly structured, goal-oriented, and adaptable to evolving organizational needs. They demonstrated strong leadership and execution across multiple HR initiatives, ensuring the timely delivery of key projects while maintaining a focus on quality and alignment with the organization's overall objectives.

What was your primary form of communication with ABP Solutions?

• Virtual Meeting
• Email or Messaging App

What did you find most impressive or unique about this company?

Their ability to respond to our fast-paced, ever-changing priorities. 

Are there any areas for improvement or something ABP Solutions could have done differently?

No.