Insource was hired by a biotech firm to provide Human Resource administrative counsel after their previous outsourced organization abruptly went out of business.

Upon being hired, Insource discovered the firm immediately required an updated and improved employee benefits package. Further investigation revealed the lack of a comprehensive compensation structure.

With the goal of having a fully operational HR plan and a new benefits package in place within 30 days, Insource immediately:

• Conducted a complete audit of personnel files and practices
• Created job descriptions defining responsibilities for each position within the organization
• Performed a detailed compensation study and implemented salary and pay levels
• Ran staff sessions to assess existing policy and identify those requiring further articulation. 
• Established standard and legally compliant files as well as practices
• Collected bids for new health, dental, life and long term disability insurance plans
• Conducted an analysis of retirement plans
• Established a 403(b) plan
• Conducted employee orientation and enrollment meetings

In record time, Insource fortified the biotech firm’s employee benefits package and updated all personnel policies, while providing counsel on significant issues including compensation levels, layoffs, wage reductions and employee turnover. 

Insource’s expertise, professionalism, and cost/timing efficiency led to their being retained permanently as the outsourced HR department.

A seasoned Insource consultant is now part of the organization’s senior management team and provides management consulting on staffing and personnel issues, legal compliance assistance, employee counseling, performance counseling for staff and management, and all benefits administration.

Insource was hired by a non-profit education company to provide financial management, bookkeeping and human resources services.  Shortly after Insource commenced work, the organization’s CEO resigned and the Board of Directors requested Insource provide interim operational management. Following were their key issues:

• They were without a president for nearly a year
• Their director of finance and administration had recently departed
• The company lacked a seasoned general manager who could keep the company on-course during this transitional period
• The organization had a lean, inexperienced administrative staff due to recent layoffs

Insource coordinated all company decisions and was put in charge of managing daily operations at the request of the Board of Directors.

In order to impose structure on the organization, Insource:

• Conferred with the Board of Directors to determine business goals and priorities
• Organized, developed, and chaired weekly management team and staff meetings to level set the organization’s existing communications and operational procedures
• Conducted an organizational audit and developed a report assessing the current program and administrative functions while offering recommendations for improvements 
• Communicated with the Board of Directors regularly to share findings, report progress, come to consensus on issues and concerns, agree on next steps
• Provided senior level leadership and a "go-to" resource for all company stakeholders

Insource entered a rudderless company and provided leadership that inspired management, guided staff and reassured the Board of Directors.

Eight months later when the company hired a new president, he took the helm of an organization that operated like a well-oiled machine instead of one devoid of process, communication or organization.

Additionally, to ease the transition, Insource:

• Shared internal audit report
• Provided an organized orientation complete with company history and context
• Provided ongoing counsel on organizational issues
• Expedited the president establishing a leadership position by enabling the seamless continuation of progress started by Insource

Today the company is thriving.