Services

When you choose Sereniti Group, you're hiring a senior level HR executive to partner with your organization. We believe our job is to make your job and life easier. Consider us an extension of your team, and use the free time to do what you do best-run your business.

General Staffing Solutions

As a leading staffing firm, Sereniti Group ensures your company receives the highest quality staffing services. An added benefit of working with us is that we start by understanding who you are and the attributes that your ideal candidate should possess. We then use the combined strengths and knowledge of our local recruiters to identify, screen and select the right person-whether you need temporary personnel, temp-to-hire and direct hire.

Staffing Services Include:

Customer AnalysisWe profile your company to understand your business needs and determine the services that will make your staffing process more efficient and effective.

SourcingOur professional recruiters quickly identify the most qualified candidates using their industry knowledge and the extensive networks of our staffing firm.

ScreeningAt Sereniti Group, we get to know each candidate beyond just their resume. We find out the skills and qualities that will achieve the perfect fit for your position.

SelectionTo complete the hiring process, we ensure all forms, screening and certifications are verified before the employee starts.

Performance MonitoringWe continually monitor our performance and the performance of our employees to make sure you are continually satisfied with our service. What makes us one of the top staffing firms is the high level of service we provide our customers even after each employee is placed.

Satisfaction GuaranteedWe offer the same replacement guarantee options as many other recruitment firms. We want you to always have security and confidence in your candidate selection and in your relationship with us.

HR Consulting Services

Sereniti Group can set up and manage policies and procedures, or oversee key talent programs. When you need answers, you need them immediately, and the staff at Sereniti Group are responsive, reliable and very accessible. It's our goal to free you up to do what you do best - run your business.

Services Include

  • Fair Labor Standards Act Compliance (FLSA) Wage and Hour Review
  • Review of Human Resources Best Practices
  • Employee Handbooks
  • General Worksite Employee Relations Issues
  • Worksite Employee Separations
  • Job Descriptions and Wage Review
  • Equal Employment Opportunity (EEO) Compliance
  • Manager / Employee Training
  • The Family Medical Leave Act (FMLA)
  • Record Keeping and File Maintenance
  • Performance Appraisal System Review
  • Forms Review & Revision
  • Conduct wage and hour review of pay practices noting areas of risk and concern.
  • Offer suggestions for implementing compliance initiatives.
  • Provide guidance in the areas of employee classification (i.e. exempt versus non-exempt), and overtime.
  • Compensation, bonus/commission calculations, compliant pay practices (i.e. on-call time, travel time, etc.) and record keeping practices.
  • Perform Human Resources audit/review.
  • Recommend the use of, and provide standard forms and templates for, Human Resources best practices and activities.
  • Confirm required federal and state labor posters.
  • Perform review of existing employee handbook and policies.
  • Create customized employee handbook and provide policy/practice suggestions and guidance.
  • Produce electronic handbooks ready for distribution by client.
  • (Printing and distribution done on a pass through cost basis)
  • Provide consultation on general Human Resources and worksite employee relations issues.
  • Suggest ways to improve working conditions and worksite employee morale.
  • Assist in the resolution of worksite employee issues through day-to-day human resources guidance and best practices, conducting investigations, providing alternative dispute resolution policy and procedures.
  • Facilitate and/or conduct internal investigations into claims of harassment, discrimination and retaliation.
  • Investigation or other action by DOL, EEOC, OSHA, NLRB etc.
  • Provide general advice regarding employee separations.
  • Provide exit interview formats, templates and protocol.
  • Provide tips regarding required documentation and events leading to the decision to terminate employment.
  • Evaluate risks, exposures, and alternatives relating to worksite employee terminations.
  • Offer courses of action to minimize exposure related to wrongful termination and post-employment claims.
  • Review worksite employee selection criteria and worksite employee layoff communication.
  • Advice regarding layoff matters including WARN Act compliance.
  • Review and develop job descriptions.
  • Provide assistance with EEOC claims investigations, including government agency intervention.
  • Suggest EEOC claim management and mitigation alternatives.
  • When applicable, assist with annual EE0-1 reporting.
  • Anti-Harassment -Workplace Discrimination: Train Employee and managers on what constitutes harassment, as well as to explain what employees and employers should do to prevent, stop and appropriately respond harassment and discrimination in the workplace.
  • Diversity/ Sensitivity: Train managers on how to manage Associates appropriately, how to respond to instances of harassment or discrimination, and how to properly handle Associate complaints.
  • Performance Management: Train Managers on giving productive and accurate performance evaluations and effective performance management.
  • Hiring: Train Managers and HR personnel on appropriate and legal compliance in interviewing techniques
  • Terminations: Train Managers and HR personnel on how to properly document disciplinary and performance problems leading to terminations.
  • Documentation and Discipline (for Managers): Train Managers and HR personnel on better communications and proper documentation practices.
  • Provide confirmation of employee eligibility for FMLA.
  • Provide necessary forms for documenting FMLA leave.
  • Follow up with worksite employee at the end of FMLA leave period.
  • Provide guidance on maintenance of payroll files.
  • Assist with the development of or access to forms such as W-4s, I -9s and separation notices, employment applications, performance appraisals, time off requests, etc.
  • Provide guidance on maintenance of personnel files.
  • Review existing performance appraisal system including policy, forms and protocol.
  • Provide I Review all forms to ensure compliance with applicable federal, state and local laws.

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