HR Professional Services

GSA Contracts Holder - HR Schedule 738X

Perpetual Enterprise Partners can measure the current performance of your HR operations to identify the biggest opportunities for savings and build a business case for change. Using a comprehensive approach, we design the optimal HR service delivery model for your organization, based on the context and your business objectives. We help implement solutions, from change management planning to hands-on assistance with process redesign, system configuration and testing, and process training and documentation. And we provide the knowledge and tools necessary to monitor progress and measure results.

Using our proven tools and processes, we provide:

1. Position Classification: Review position descriptions for adequacy; implement classification standards; prepare evaluation statements; conduct audits; counsel employees who wish to submit classification appeals; provide advice on position management, organization structure, supervisor/worker ratio and impact of mission/workload changes; and assist in the preparation of position descriptions. Services may be provided with or without delegation of classification signature authority to line managers dependent upon agency policies and requirements.

2. Human Resources Metrics and Analysis: Evaluate and align the HR service delivery model to the needs of the business. Diagnose and measure critical gaps and opportunities for improvement in HR service delivery. Build a business case around the costs and benefits of the HR function’s structure, process, or technology changes. Identify savings opportunities such as eliminating redundancy in HR systems, processes, or people. Develop communication and change strategies to engage key stakeholders and motivate employees to embrace change.

3. Human Resource Operations: Process a range of Federal personnel actions. Process manually or electronically the Standard Form 50 and related forms and documents to effect the full range of personnel actions for SES, General Schedule, Federal Wage System, and other employee pay systems; maintain on-line data in HR information systems (HRIS) and any automated personnel subsystems to include, if needed, electronic interface with finance and OPM systems; provide advice and assistance on technical matters related to employee records; prepare reports; electronic processing of resumes; provide for custody and maintenance of Official Personnel Files (OPFs); maintain OPFs in a secured area, protected from unauthorized access in accordance with regulatory requirements; forward OPFs to National Records Center; and provide required employment verification.

4. Training and Development: Provide advice, guidance and assistance to supervisors and employees as well as HR staff in managing self-improvement training resources; provide assistance in identifying training needs and requirements; coordinate the availability of various training programs, developmental career programs, executive leadership programs, and tuition assistance programs; encourage participation and accountability from management and employees in the training program(s); counsel management and employees to determine the best and most cost-effective methods of meeting organizational and career developmental needs; recommend, design , and/or conduct programs in areas related to human resources. Off-the-shelf training may be tailored to meet specific agency needs. Interactive, multimedia and distance learning techniques may be utilized.

5. Employee Relations: Provide comprehensive support in disciplinary actions as they relate to complaints, grievances, and appeals; leave administration, recognition and awards, performance management and appraisal, insurance benefits, Thrift Savings Plan, and retirements; provide guidance and assistance in completing necessary processes and documentation; provide guidance and assistance to monitor and assess the value of or to operate complaint receipt systems such as an agency complaint hotline; perform case management; review proposed correspondence for regulatory compliance; serve as an interface with legal staff, union representatives, Department of Labor (DOL), Office of Personnel Management (OPM), other appropriate outside agencies, and the appropriate internal agency activities as required.

6. Outsourcing Support: Provide comprehensive outplacement/career transition services in response to downsizing and reorganizing including moving personnel to new positions inside or outside of the organization and retirement assistance; provide training, counseling and guidance in areas such as self-assessment; knowledge, skills, and abilities (KSA) assessment; job aptitude/interest inventories; group and individual counseling; career and job workshops; resume writing; job search methods; interview and negotiation techniques; stress management; personal financial management and job training; and provide retirement assistance.