Many businesses have limited time, money or resources to effectively develop and implement the HR policies, procedures and strategies to meet their goals, yet they still face the same HR challenges as larger, well-resourced organizations. Frontier’s HR and Organizational Effectiveness consulting services provide relief to our clients, lowering their expenses for HR staff and infrastructure as well as freeing up time to focus on more strategic tasks.

For further information on any of the above services, please contact Nevine Lewis at nlewis@frontier.bm or (441) 295-7653.

What we do:

Human Resource Strategy and Administration
Running recruitment campaigns to completion, on-boarding, managing appraisal cycles, and reviewing/re-writing employee handbooks.

Executive and Management Coaching
Business and leadership coaching of staff, management and executives. Negotiations, managing difficult conversations, performance management issues, performance improvement planning, redundancies, termination for cause, and offering employment advice based on industry best practices (non-legal).

Office Management and Temporary Start-Up Work within Human Resources and Operations Function
Temporary or full-time resources allocated to your business while your company ramps up. Managing the build-out of teams, working through daily operations and assisting leadership with setting up HR systems and processes.

Learning and Staff Development
Designing and implementing strategic on-boarding programs, performance reviews, learning and staff development opportunities, succession planning and business process management.

Headcount Planning and Analysis
Assess the viability of existing headcount against budgeted growth, cost and time to retain or recruit and on-board to support business needs. Staff utilization and capacity reviews, determining promotions and redundancies, and conducting reviews annually in relation to budget forecasts.

Human Resource Audit
Review personnel file management, viability of existing employee handbook against ever-changing legislature, review of insurance carriers, HRIS / applicant tracking system, and the review of any existing data retention policies.