Our Services

Talent Acquisition is the front-end of many HR departments. Emmanuel Partners will help you articulate your Employee Value Proposition to help you better attract and retain the type of talent that helps your business win. We also have expertise in identifying drivers of internal transfer performance to ensure you get the most out of your internal labor market. From employee orientation to contingent workforce management, we have created recruiting and onboarding processes that can give your organization a competitive advantage in a crowded field of employers looking for talent.

We provide leadership development for domestic and global positions. Our firm helps you develop the appropriate processes, tools, and culture to ensure your leaders execute your business strategy. Emmanuel Partners has particular expertise in succession planning and provides a comprehensive range of proven leadership development programs tailored to your specific needs. All leadership development work we perform is based on competencies specific to your business strategy and culture. If you do not have competencies already in place, we can lead the development process to create them.

Executive development is critical to all organizations. Our team of qualified professionals work to ensure that you are getting the most from your executives and high potentials through leadership coaching. Our servant leadership approach focuses on self-mastery, business results, and leadership acumen.

Our experienced team helps companies chart the right path to fair and consistent pay practices.  At a minimum we will review your current and historical overall compensation programs/philosophies and complete compensation study/analysis based on current market and industry data. Depending on the size of the project we use the following phases: create compensation committee, assessment phase, design and implementation phase.

We believe in differentiation. This means not all positions in your organization contribute equally to organizational success and your performance management system should reflect this business reality. Realistic job previews, career pathing, and informal feedback are all tools we help you create, to supplement your formal performance assessment process. The number one factor that makes a performance assessment process effective, is the belief employees have in its relevance and fairness. Our design process leads to this outcome.

An engaged workforce is not only more cost effective but more likely to give you their discretionary effort. We can show you how to recognize and tap into these employees and ensure you are getting maximum return on your workforce investment dollars. Emmanuel Partners has the experience to help you deal with the full range of employee relations issues your organization may encounter: from union avoidance strategies, to discipline and discharge. Your organization will benefit from our methodical approach to employee relations.

Your greatest asset is your people. Top performing companies take the time to conduct employee engagement surveys. Our employee surveys are designed to measure engagement in an organization and we help you map out a road to success. We focus on actionable results, that is, the survey measures whether employees are engaged or not, as well as what the drivers of motivation are in the organization. When done correctly, employee surveys can help an organization maximize productivity, innovation and retention.

Research has shown that diverse teams out-perform homogeneous teams. However, diversity alone is not enough. Organizations must also be inclusive. We define inclusion as mastering the art of making a diverse organization perform at its optimal level. More and more job candidates are looking for a company that embraces diversity and inclusion. Employees are more likely to feel comfortable and attracted to an environment where inclusivity is a priority even when the employee may not be a member of a particular minority group. Talk to us about how we can help your organization achieve diversity and inclusion.

Human Capital plays an important role in organizations performing in the way that makes them most effective. While each industry is different, with differing demands on labor, certain principles apply across all business sectors. Emmanuel Partners’ approach to organizational effectiveness is to focus on developing organizational capabilities. We believe in a differentiated workforce, as strategic success for your enterprise is more closely tied to some jobs than others. Our approach recognizes that reality. We also help you focus on workforce planning for long-term sustainability and in the short term we help you refocus your training and development dollars on business results.

The Balanced Scorecard is just one of several management frameworks used by Emmanuel Partners to help organizations engage in strategic planning using multiply time horizons and multiple stakeholder perspectives. Your strategic plan has to be aligned in four ways – internally and externally, and horizontally and vertically. By conducting facilitated sessions with your leadership team, Emmanuel Partners can ensure your final scorecard represents both the “north star” that drives everything your organization does and the day-to-day planning tool that ensures the proper linkages within your organization. Many organizations see the value of measuring their success using multiple measures, not just financial. The Balanced Scorecard incorporates multiple stakeholder viewpoints including finance, customer relations, and human resources.

Selection of the right HR software was always a challenge but with the emergence of new technologies, big data, artificial intelligence, and gig workers, it is even more complex now. Emmanuel Partners can lead you through the discovery, selection, and implementation processes to ensure you have the correct human resource information system that fits your budget and business objectives.

Creating a company employee handbook may be a daunting task. Emmanuel Partners will help you to create an employee handbook or review your policies and update your current employee handbook. Emmanuel Partners will customize the handbook to:

• be an effective tool to communicate with employees as to their rights and responsibilities;
• a reference guide for your organization’s policies;
• ensure compliance with all the applicable laws and regulations – both federal, state and local.
• and if necessary, train your employees on the employee handbook.

The creation of the handbook is not a one-time event and must be reviewed and updated frequently to ensure that it accurately describes company policies and procedures, addresses any changes in applicable laws and regulations, and aligns with company objectives.

Emmanuel Partners will implement a robust job description approach which includes the development of an ADA compliant job description training manual for your use, as well as a job description template with detailed instructions for supervisors to follow. If appropriate we will review existing job descriptions and revise as needed or develop new job descriptions. If necessary, we can conduct a job analysis study for each specified job as it relates to specific skills and responsibilities.

Human Resources policies and procedures are very important in providing written guidance for employees and leaders on how to handle a range of employment issues and effectively implementing an organization’s HR and business strategy. Emmanuel Partners can assist you with developing and implementing HR policies and strategies in your business. We will review existing human resources infrastructure and provide recommendations and strategies for development of revised and/or new policies, processes, programs and practices on Human Resource matters.

HR Audits are important to determine how your HR department is doing, whether you are in compliance with all laws and regulations at the state and federal level and whether you are getting the most out of your total investment in human capital. Our firm has two separate diagnostic tools that help answer these and other mission critical questions:

• Tool #1 is an HR Compliance Audit tool which identifies 26 operational areas and ask relevant questions about the scope and efficacy of those processes in HR.
• Tool #2 is an HR Operating Framework which takes a holistic view of every process typically managed by HR departments and is used to assess a client’s current practices in each of 51 process areas and compare current practice to best practice in each process area.