Human Resources Advisory Services

Mauldin & Jenkins professionals understand that every organization is different. By understanding your organization and learning its challenges, we can offer progressive strategies to alleviate these challenges and optimize success. 

services we can provide include, but are not limited to, the following:

Mauldin & Jenkins Tax Accounting Firm

Recruitment and selection of employees and management

Mauldin & Jenkins Tax Accounting Firm

Managerial Relations

Mauldin & Jenkins Tax Accounting Firm

Unemployment Consulting

Mauldin & Jenkins Tax Accounting Firm

Employee/Labor Relations

Mauldin & Jenkins Tax Accounting Firm

Performance Management

Mauldin & Jenkins Tax Accounting Firm

Job analysis and job design

recruitment and selection of employees and management

Recruitment and selection of employees and management goes beyond finding the best fit for orientation. A commitment to recruiting and selecting the most qualified candidates can allow a culture that promotes efficient performance by both employees, as well as the overall business, while complying with all applicable employment laws, including providing equal employment opportunities to all applicants.

  • Competency gap analysis to determine what skills/competencies to recruit
  • Recommendations for effective onboarding methods and new employee orientation
  • Analysis and recommendations on how to build a culture of high performance

Managerial Relations

Managerial Relations is the relationship between the employees and leadership of the organization. A healthy, productive relationship can contribute to the organization's overall success and breed trust between managers and employees.

  • Recommendations on how to build transformational leaders
  • Analysis of workforce productivity
  • Recommendations on how to revolutionize leadership
  • How to implement a change mindset for leadership
  • Provide HR compliance training for supervisors & managers

Unemployment Consulting

If your organization has had to temporarily or permanently lay off workers, Mauldin & Jenkins consulting professionals can help you and your organization navigate the Unemployment Compensation program within your state. The impact of COVID-19 is continuously being felt by organizations and how they provide efficient access to unemployment benefits. Our consultants can provide direction for sound and efficient processing of unemployment claims.

  • Analysis of planned terminations to ensure rationalizations can withstand scrutiny by unemployment programs
  • Counseling in preparing responses to unemployment adjudications for just-cause terminations 
  • Guidance on filing temporary unemployment claims
  • Assistance on handling fraudulent unemployment claims

Employee and Labor Relations

Employee and Labor Relations is committed to promoting respectful, effective, fair, and professional relationships between your organization's management and your employees.  Employee Relations provide employees and supervisors with the resolutions of work-related issues. This includes consultation and advice to managers, supervisors, and employees regarding Human Resources issues, including performance management, corrective actions, interpretation of policies and procedures and collective bargaining agreements, training of staff policy and procedures, FMLA, etc. Expand dashboard reporting and implication analysis of Risk Management.
  • Policy assessment, development, and refinement
  • Guidance on employee discipline and support
  • Guidance on compliance support (fair employment compliance and response preparations to Equal Employment Opportunity Commission (EEOC), USDOL Wage & Hour reviews of Fair Labor Standards Act (FLSA) compliance and other mandates, preparation for Unemployment Insurance claims & hearings, etc.)
  • Recommendations and workforce analysis related to Reductions in Force
  • Workforce analytics and data analysis of the labor force
  • Recommendations for Succession Planning, mentoring, and coaching
  • Risk Management analysis and recommendations

Performance Management

Performance Management is key to every organization looking to build, retain, and manage a successful culture that will go beyond the current work environment. Performance evaluations and competency reviews are used to support decisions related to training and career development, compensation, transfers, promotions, and reductions-in-force or employment termination. Effective performance management systems typically include the following three broad elements:

  • Goal setting
  • Performance review
  • Performance improvement process

(Includes consideration that Federal, state, and local laws prohibit discrimination in terms and conditions of employment all applicable to the organization's performance management policies and practices and its impact on salary administration practices.)

  • Recommendations of performance assessment tools customized for your workforce
  • Consideration of performance evaluations and competency appraisals conducive to specific work units
  • Guidance on coaching, feedback, and progressive discipline
  • Reviews of organizational career development activities
  • Recommendations of competency/certification maintenance methods
  • Guidance on conducting exit interviews and their impact on the organization

Job analysis and job design

Job Analysis and Job Design is the process of studying a job to determine:

  • Which activities and responsibilities it includes
  • Its relative importance to other jobs
  • The qualifications necessary for the performance of the job
  • The conditions under which the work is performed

At Mauldin & Jenkins, we understand an important concept in job analysis is that the job, not the person doing the job, is evaluated. Although human resources (HR) may collect some job analysis data from employees in the role being evaluated, we aim to assist in finding the most accurate description of the job at hand.

  • Organizational design, including organizational architecture & audit
  • Innovative employee solutions
  • Workforce structuring/planning and Succession Planning
  • Recommendations for strategic resource alignment
  • Analysis regarding job consolidation and/or position integration

Achieve organizational excellence with strategic direction by Human Resources staff:

  • Operational Efficiencies
  • Cost Savings/Avoidance
  • Improved Customer Service
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