Client Profile 

Location:          London

Employees:      90

HR Services:

• Fully outsourced HR Service
• Employee Administration
• HR Database Management
• Employment Advice & Support
• HR Consultancy
• HR Policies & Procedures

Since January 2002, OPS has provided a complete HR service to an Information Technology Solutions Company originally employing 200+ staff in 2 UK locations. The rationale for outsourcing HR was based on a need to improve the quality of services provided whilst at the same time reducing its cost to the Company which planned to de-merge itself into two separate legal entities.  The former HR department comprised of an HR Manager and a Recruitment Officer together with administration staff to undertake routine personnel management tasks.

Since commencement, our HR Managers have been engaged in the provision of a fully outsourced Human Resource Service; key highlights of which include:

1. An initial audit of individual contractual entitlements to determine common employment and benefit terms and 'non-standard' employment arrangements as well as legal and contractual errors, omissions and contradictions contained within payroll records, manual and soft personnel files.

2. Implementation of a web-enabled HR database with employee 'self-service' facilities enabling employees to make on-line requests. Our role included collection and verification of employee data, population of data fields, implementation of on-line employee self-service functions and training employees in use of the system. This system has been extended to the Client's operations in the United States.

3. Undertaking the management of all 'routine' personnel functions and services e.g. issuing contracts of employment, managing the payroll provider and employee benefit schemes.

4. Ongoing revision of HR policies, procedures and 'systems' including a staff handbook, HR policies,  procedures and employee appraisals,

5. Revision of employee terms and conditions of employment - ensuring compliance with legislation, re-issuing contracts of employment to employees and managing an employee consultation exercise.

6. Managing HR issues associated with the de-merger of the business including management of ballot to elect representatives for collective consultation and subsequent consultation meetings.

7. Outsourcing elements of the recruitment function to specialist consultancies to provide a 'managed recruitment service'.

8. Providing remote and 'on-site' advice and support for managers in the management of employment issues including:

a) Common employee issues - absence management, poor performance, discipline, grievances and redundancies.

b) Supporting Directors in the merger of the business in 2004 with a US Company - establishing employee information for a due diligence exercise, advising the Directors of their obligations in respect of the TUPE transfer and meeting US representatives to provide an understanding of the Company's employment arrangements.

c) Supporting managers in the re-oganisation and reduction of its manpower resources in terms of employee consultation, selection arrangements, payment calculations and correspondence.