Most small businesses and start-ups wait until they have HR issues to develop a structured HR system. We believe that if you create HR infrastructure early in the development of your company then you will be primed for quicker and more efficient growth.

1. HI Group – Consulting Services
HR Health Check
Position your Business for Growth

2. Purpose
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Partnership. Diligence. Creativity. That’s the HI way.
When expanding your business, unexpected human
resources issues can arise that prevent you from meeting
your goals. Our HR Health Check service will diagnose and
cure these challenges resulting in reduced operating costs
and a scalable infrastructure that will prime your company for
growth.

3. The Problem
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 Most early-stage to
growth companies do not
have robust HR programs
and make HR decisions
based on critical needs,
crisis-managing issues as
they arise
 We believe that
companies can anticipate
and mitigate these
growing pains in the early
stages by implementing a
well-rounded HR
infrastructure that will
grow with them
MarketGrowth
HighLow
Development of HR Infrastructure
Typical
Timeframe
Recommended
Timeframe
Time

4. Components of a Healthy HR System
Scalable
HR
Operations
Complete,
Digital
Employee
Files
Documented
Processes
Performance
Review
System
Accurate
Payroll
Meets Legal
Requirements
Effective
Recruiting
and Retention
Culture of
Learning
4HI Group – Consulting Services

5. Typical Challenges
 When companies wait until later stages of growth to
create an HR infrastructure, they typically experience the
following challenges:
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• Inconsistent processes
• Inefficiencies in time spent on
administrative tasks
• Ineffective recruiting
• High turnover
• Non-compliance
• Stagnant company culture
Bottom Line: These problems inhibit sustainable growth.

6. Return on Investment
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$100,000
$50,000
$5,000
Experienced HR
Manager
Junior HR
Manager
HI Group
Cost Designing a complete HR
program in later stages of
growth would require an
experienced HR manager
(average salary: $100K)
A junior HR manager would be
able to run a program that is
already designed
(average salary: $50K)
An initial $5K investment for
HI Group to design HR
infrastructure saves up to
$50K/year

7. Methodology
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I. Discovery
II. DiagnosisIII. Treatment
Our HR Health Check addresses challenges in three distinct
phases:

8. Phase I: Discovery
 Objective:
• To gather information about current-state processes (e.g. review
documentation, evaluate back office administration, conduct employee
interviews, etc.)
 Key requirements we address:
• Back-office administration
• Training and Compliance
• Benefits
• Payroll
• Recruiting
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Discovery Diagnosis Treatment

9. Phase II: Diagnosis
 Objective:
• To develop recommendations for process changes that maximize
opportunities for cost savings
 Key requirements we address:
• Business Process Pain Points
• Key Technology Gaps
• System Integration
• Outsourcing Opportunities
• Vendor Performance
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Discovery Diagnosis Treatment

10. Phase III: Treatment
 Objective:
• To implement agreed upon changes and ensure successful deployment
 Key requirements we address:
• HR Process Documentation & Automation
• Fully integrated HR Software Suite (e.g. Exponent HR)
• Individual software solutions: Applicant Tracking, Payroll, Benefits, etc.
• Staffing / Recruiting Needs
• Project / Change Management Support
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Discovery Diagnosis Treatment

11. Summary
 The majority of small businesses do not create scalable infrastructures
 Thus, only 2% of American companies ever grow beyond 100 employees
 By creating defined systems and implementing technology in early stages
of growth, you step ahead of the curve and ahead of your competition
Technology and Innovation Adoption Curve
11
Innovators
2.5%
Early
Adopters
13.5%
Early
Majority
34%
Late
Majority
34%
Laggards
16%
Where You Should
Be For Optimal
Growth
Where You Are Without
Established HR Infrastructure
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12. HI Group - Founder & CEO
13HI Group – Consulting Services
Director in Human Resources at Goldman Sachs Dallas (Real Estate Finance Division)
 Served as Director of HR Technology and Diversity Officer
 Developed an HR Technology roadmap to improve HRIS and downstream applications
 Led a 12-month initiative to implement Diversity and Inclusion programs, resulting in a
fundamental cultural shift
Vice President at Goldman Sachs New York (Human Capital Management Division)
 Held a variety of roles in Human Resources and Operations over a span of 5 years, including
Mergers & Acquisitions and Global Mobility Services
 Led a large project to insource, design and implement a new HR technology software
Global Mobility Consultant at Ernst & Young (Tax Practice)
 Spent 5 years consulting with the International HR and Technology teams
 Developed a strong foundation in client service, change management, and technology
Stephen Huerta is Founder & CEO of HI Group. Passionate about
entrepreneurship, HI Group was launched in 2011 to bring unique HR
perspective to businesses, small and large, by encouraging them to “Think HI”.

13. Contact Us
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www.thinkhi.com
214.385.4893
/HIGroup
@thinkhigroup