Your HR Business Partner
Your Professional
HR Partner
Leadership is a process and it requires commitment. Developing leaders with strategic vision and implementing strategy successfully are two critical challenges for every organization. We can help you align your corporate strategy, leadership development strategy, and succession and career planning to accomplish your goals.
Your HR Business Partner
Your HR Business Partner
Leadership is a process and it requires commitment. Developing leaders with strategic vision and successfully implementing strategy are two critical challenges for every organization. We can help you align your corporate strategy, leadership development strategy and succession/career planning to accomplish your goals.
Our Mission
To help organizations and individuals create transformation through the power of their people by connecting passion, purpose and potential to overall performance.
Customizable Services
HR Strategy Partners equips companies to identify opportunity, create change, and accelerate growth. Our consulting practice works diligently to ensure organizations realize their vision. An organization’s most important asset is its people. In order to get the most return from your team, they must understand priorities and how they will be measured. HR Strategy Partners works with our clients to design organizations from top down as well as bottom up.
Better insights help leaders attract, develop and retain talent while driving high performance cultures and employee productivity and engagement. Our expertise helps companies develop high potential/high performing executives through executive coaching, so they are positioned to execute organizational vision and strategy goals.
STRATEGIC
By definition, Strategic HR is managing HR in a way that supports the company’s long-term business goals and outcomes. It involves a future-orientated process of developing and implementing HR programs that identify and resolve business problems and directly contribute to major long-term business objectives.
At HR Strategy Partners, we work with you to transform the way you approach people operations. Our goal is to enable you to drive long-term organizational goals forward and reach your desired destination. We begin by helping you understand where you are versus where you want to be in order to meet the needs of your business. Our purpose as your trusted advisor is to ensure that your HR Strategy drives your Business Strategy.
- Develop strategic human resources action plans linked to the corporate strategy
- We help human resources form a clear vision of how to effectively manage and align people to the organizational strategy and sustainable growth plan.
- Provide organizational support by assessing HR capability and effectiveness
- Assist the organization to identify and develop high potential employees utilizing assessment tools that measures cognitive ability, motivation, and emotional intelligence. We can create succession plans to help identify and meet long-term human capital needs.
- Climate Assessment
- Utilize survey tools to identify cultural barriers and enhancements for organizational growth.
- Diversity and Inclusion
- Develop a diversity and inclusion strategy to realize business goals and objectives. This work includes development of diversity councils, affinity groups, cultural assessments, community outreach, and more.
- Executive and senior level recruiting
- Hiring the right talent makes a massive difference in the performance of your business. Selecting the right leaders is an imperative and we can help. We work with you to source executives that have the skills, knowledge, and personality that meet your organization’s specific needs.
- Executive development and coaching
- Provides the opportunity, time, and place for high-potential managers to improve their leadership and management skills. We deliver executive development programs that are tailored to the context of your organization’s strategic business objectives. Our coaching services develop the leader’s ability to more effectively motivate and inspire his/her stakeholders.
- Executive exit interviews
- This process will help you learn what you are doing right and where improvements are needed with regards to the leadership. We will conduct targeted exit interviews, capturing critical data and key learnings to support employee retention efforts.
- Change management guidance and support
- Utilize change management frameworks to better understand change and secure buy-in and support of organizational transformation with tangible strategies.
STRATEGIC
By definition, Strategic HR is managing HR in a way that supports the company’s long-term business goals and outcomes. It involves a future-orientated process of developing and implementing HR programs that address and solve business problems and directly contribute to major long-term business objectives.
At HR Strategy Partners, we work with you to transform the way you approach people operations. Our goal is to help you drive forward long-term organizational goals to reach your desired destination. We begin by helping you understand where you are versus where you want to be in order to meet the needs of your business. Our goal as your trusted advisor is to ensure your HR Strategy is set up to drive your Business Strategy.
- Develop strategic human resources action plans linked to the corporate strategy
- We help human resources form a clear vision of how to effectively manage and align people to the organizational strategy and sustainable growth plan.
- Provide organizational support by assessing HR capability and effectiveness
- Assist the organization to identify and develop high potential employees utilizing assessment tools that measures cognitive ability, motivation, and emotional intelligence. We can create succession plans to help identify and meet long-term human capital needs.
- Climate Assessment
- Utilize survey tools to identify cultural barriers and enhancements for organizational growth.
- Diversity and Inclusion
- Develop a diversity and inclusion strategy to realize business goals and objectives. This work includes development of diversity councils, affinity groups, cultural assessments, community outreach, and more.
- Executive and senior level recruiting
- Hiring the right talent makes a massive difference in the performance of your business. Selecting the right leaders is an imperative and we can help. We work with you to source executives that have the skills, knowledge, and personality that meet your organization’s specific needs.
- Executive development and coaching
- Provides the opportunity, time, and place for high-potential managers to improve their leadership and management skills. We deliver executive development programs that are tailored to the context of your organization’s strategic business objectives. Our coaching services develop the leader’s ability to more effectively motivate and inspire his/her stakeholders.
- Executive exit interviews
- This process will help you learn what you are doing right and where improvements are needed with regards to the leadership. We will conduct targeted exit interviews, capturing critical data and key learnings to support employee retention efforts.
- Change management guidance and support
- Utilize change management frameworks to better understand change and secure buy-in and support of organizational transformation with tangible strategies.
TACTICAL
A good tactic has a clear purpose that aids your strategy. Tactics determine “how” companies plan to accomplish their objectives. Tactical requires a deeper detail orientation to manage complicated employee programs and understand ever-evolving laws and regulations. At HR Strategy Partners, we understand the nuances associated with people issues, people programs, and the administration of people policies.
- Employee surveys
- Develop employee surveys to give your employees a voice and a venue for open feedback. It is an opportunity to establish two-way communication on important issues affecting engagement.
- Workforce retention programs
- A comprehensive employee retention program plays a vital role in attracting and retaining key employees, thereby reducing turnover and corresponding costs.
- Assessment of recruiting and hiring processes
- Hiring talent remains the number one concern of CEO’s. We help organizations streamline the hiring process, reducing costs and attracting talent to fill jobs in a timely fashion.
- HR policies and employee handbooks
- When done correctly, an up-to-date employee handbook delivers value to both your organization and your employees. For new hires, your handbook is an introduction to company policies, procedures, and culture, providing the first impression of your business. For employees and supervisors, it serves as a basis for understanding and consistently adhering to organization practices. We can help you create, develop or update your employee handbook.
- When done correctly, an up-to-date employee handbook delivers value to both your organization and your employees. For new hires, your handbook is an introduction to company policies, procedures, and culture, providing the first impression of your business. For employees and supervisors, it serves as a basis for understanding and consistently adhering to organization practices. We can help you create, develop or update your employee handbook.
- EEO and internal complaint resolution
- Conduct independent investigations of internal employee complaints, EEO or legal related employee relations matters.
TACTICAL
Tactical requires a heavier detail orientation to manage complicated employee programs and understand regulations and laws. Tactical refers to the “how” companies plan to accomplish their objectives. At HR Strategy Partners, we understand the nuances associated with people issues, people programs and the administration of people policies.
- Employee surveys
- Develop employee surveys to give your employees a voice and a venue for open feedback. It is an opportunity to establish two-way communication on important issues affecting engagement.
- Workforce retention programs
- A comprehensive employee retention program plays a vital role in attracting and retaining key employees, thereby reducing turnover and corresponding costs.
- Assessment of recruiting and hiring processes
- Hiring talent remains the number one concern of CEO’s. We help organizations streamline the hiring process, reducing costs and attracting talent to fill jobs in a timely fashion.
- HR policies and employee handbooks
- When done correctly, an up-to-date employee handbook delivers value to both your organization and your employees. For new hires, your handbook is an introduction to company policies, procedures, and culture, providing the first impression of your business. For employees and supervisors, it serves as a basis for understanding and consistently adhering to organization practices. We can help you create, develop or update your employee handbook.
- When done correctly, an up-to-date employee handbook delivers value to both your organization and your employees. For new hires, your handbook is an introduction to company policies, procedures, and culture, providing the first impression of your business. For employees and supervisors, it serves as a basis for understanding and consistently adhering to organization practices. We can help you create, develop or update your employee handbook.
- EEO and internal complaint resolution
- Conduct independent investigations of internal employee complaints, EEO or legal related employee relations matters.
Our clients include large private corporations, public sector companies, and small-to-medium companies from various business sectors.
Past Clients
Related work performed for large private corporations, public sector companies, and small-to-medium companies from various business sectors.
Laura Austin
CEO of HR Strategy Partners, LLC
Laura is an accomplished entrepreneur and human resources executive with more than 25 years of diverse industry experience. Her background spans multiple industries, including healthcare, insurance, retail grocery, environmental services, telecommunications and technology organizations, with revenues ranging from $600 MM- $7 B. Laura has held executive leadership roles at HCA (the largest for-profit hospital system in the country), Fortegra Financial, Winn-Dixie Stores (a fortune 500 company), Safety-Kleen, and MCI Systemhouse. She has also owned a retained search and HR consulting business. In her most recent role, Laura became the Chief Operating Officer of a commercial landscape and construction company after a three-year consulting assignment with the client.
- MBA – Jacksonville University
- Emotional Intelligence Certification for EQ-i2.0, EQ360 & EQ Leadership
Laura’s practical approach to leadership and organization development began with her work as a human resources professional. Her responsibilities have included strategy development, succession planning, creating development programs for leaders, organization design, performance management, talent management, diversity programs, business strategy, and employee engagement programs. Her perspective and personal experience has enabled her to help individuals and teams across a variety of functions and industries build the management and leadership skills required to positively impact performance. Laura’s extensive corporate and professional experience enables her to create an atmosphere of mutual trust and respect that facilitates effective coaching. Having personally experienced many of the same challenges encountered daily by an executive, gives Laura a full appreciation for the importance of tailoring the coaching that is needed for each individual client.
Coaching Approach
Over her years as a human resources executive, Laura has coached leaders at various stages in their career – new hires, individuals taking on challenging new assignments, leaders with management issues, and other high-potential managers who can benefit from clear and constructive feedback. She adapts her coaching process to the culture of each organization and their unique expectations and requirements for success. Laura helps each client more accurately assess his or her personal strengths and development needs to create a specific and realistic action plan to build on identified strengths and areas to improve.