Human Resource Professional Consulting
Supporting local businesses with management of their most important assets...people
About
Michelle is passionate about and committed to working with companies and leaders who put their employees first. Organizations who value the work of ALL and practice lawful and moral recruiting and employee relations policies and procedures, while supporting their communities in diversity and inclusion efforts, are a good fit for HR Pro Consulting and its affiliates.
Services
Franchisee Support
We specialize in supporting franchisees from all industries with both tactical and strategic human capital needs.
Learn MoreTactical Day-to-Day HR Support
If you do not have an on-site human resource professional or If your human resource professional resigns or takes a leave of absence, HR Pro Consulting LLC can fill the gap until a permanent hire is made or (s)he returns.
Learn MoreProject-Based Human Capital Support
When you require an outside resource to lead or contribute to business planning initiatives involving human capital, consider HR Pro Consulting LLC.
Learn MoreDiversity, Equity & Inclusion Company Assessment
Whether your organization has recently dedicated resources to its diversity, equity and inclusion efforts or is looking to review current programs, a complete and thorough assessment of systems, policies and procedures by HR Pro Consulting LLC can identify where your organization should focus.
Learn MoreHuman Resource Support
Whether your business does not have an on-site human resource professional, your human resource department is overloaded or understaffed, or your company has human capital strategic initiatives which require an outside resource, turn to HR Pro Consulting LLC.
Contact
- PO Box 210573, Milwaukee, Wisconsin, 53221 United States
Articles
When our world was abruptly turned upside down by the pandemic, we were forced to go virtual. This one-pager will help you and your teams consider proper etiquette for communicating and meeting virtually with colleagues, clients and prospects.
Read MoreInformation on communicating to your employees during the COVID-19 pandemic.
Read MoreClick the link to read HR Pro Consulting's February newsletter.
Read MoreThe first of a series of articles on the importance of and tips to establishing a successful new employee on-boarding process.
Read MoreThe second in a series of articles on the importance of new employee on-boarding discussing the importance and best practices for securing an offer acceptance.
Read MoreThe third period of new employee on-boarding, the time between when a candidate accepts and offer of employment and their start date.
Read MoreBlog
Most employers might say recruiting drives them insane. You have likely heard the famous quote “Insanity is doing the same things over and over and expecting different results.” Employers are trying to get results today with the same recruiting strategies and processes of the past. To avoid recruiting insanity, we need a new perspective and a bit of tough love.
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Job hunting in 2022 from the perspective of an applicant.
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As businesses and individuals begin to feel the economic effects of the COVID-19 pandemic, early reactions will include reducing costs. The businesses who survive and recover quicker will consider multiple factors and consequences to their decisions. Cost reduction measures generally fall into one of three major categories: marketing, overhead and staff. Each category comes with its own considerations.
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Economists predict the future of how, where, and when we work will dramatically change in the next ten years and the "Gig Economy" is just a taste of what's yet to come.
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Sexual harassment is not a new issue affecting employers; however, it has gotten a lot of attention recently with high profile cases in the media. Now is a great time to assess your company’s protocol for handling a claim. Defending a sexual harassment claim can be costly to employers and have a significant impact on morale, talent retention and recruiting. How will your company handle such an incident? Are you prepared?
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Gallup has been tracking U.S. employee engagement since 2000 and data has shown one third or less of employees in the United States are engaged at work. The global average is even more alarming, only 13% of employees around the world are engaged at work.
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Employees are dissatisfied with their current employee benefit programs, especially healthcare coverage. What can companies do about it?
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Today's generation of employees want different things from their employer than in the past. A lot of what Millennials were stereotyped as wanting when they first entered the workforce has bled through to other generations. Or, perhaps, Millennials had it right all along.
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