The First Step
Get in Touch Although it may seem obvious, the first thing to do is simply contact us by email, text or phone. Some of our clients (those that never had a Human Resources Business Partner relationship before) said they found this first step the hardest to take, because they didn't know what to expect. However, the first step turned out to be easy, painless and best of all, FREE. When you take the first step and contact VHR, you'll have the opportunity to schedule a FREE consultation. Your consultation is an opportunity to determine whether or not partnering with VHR would be beneficial for your business. VHR generally recommends to our partners that ROI (Return on Investment) should almost always be an element in the decision-making process. Quite frankly, if any investment of time or money costs a business more than the value, or benefit the business gets in return... then that investment is one you should probably avoid. Your FREE consultation can take place by phone call or Zoom meeting (preferred) and can be a private one-on-one chat, or a meeting with multiple attendees. VHR can provide a meeting Zoom link that all attendees can use. This meeting also gives us an opportunity to begin to get to know each other. We feel that getting to know you and your business model and goals is crucial to a successful outcome. The reason VHR values getting to know your business may be best summarized by or CEO, George Cleere. "Having experienced over 30 years in managing Human Resourses, Marketing and Customer Service functionality, I have learned that if you don't make the effort to learn as much as you can about your client's business, then you can't give them the quality of customer service that they deserve." Should you determine that Virtual Human Resources is right for you, here's what to expect working with your personal HRBP Manager: Align HRBP to Business Strategy Define clear business outcomes for the HRBP role, including turnover reduction, labor cost optimization, leadership effectiveness, and improved customer experience. Assess existing HR capabilities to identify gaps in workforce planning, manager effectiveness, employee relations, and compliance. Define the HRBP Role and Accountability Establish the HRBP as a strategic advisor to operations leadership, distinct from transactional HR functions. Align HRBPs with regional and senior leaders to ensure HR is integrated into sales planning, expansion, and operational decision-making. Select or Develop HRBP Talent Ensure HRBPs possess strong business acumen, retail operational understanding, and consultative leadership skills. Implement systems and shared services that allow HRBPs to focus on strategy while leveraging workforce analytics. Standardize HR Best Practices Deploy consistent performance management, leadership, and employee engagement frameworks across locations. VHR gives you access to their wide range of skills and professional resources to handle HR tasks, and allow you to focus on higher-value leadership activities. Pilot, Measure, and Scale Deploy consistent performance management, leadership, and employee engagement frameworks across locations. Regularly review HRBP effectiveness and adjust the model as the business grows or market conditions change.
Here's What's Next:
Evaluate Current HR Maturity
Embed HRBP with Leadership
Enable with HR Infrastructure and Data
Develop Frontline Leadership
Continuously Optimize for Results
Request your FREE virtual consulation today