Achieve Results in these Functional Areas

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Investigations, Expert Witness Testimony, EEOC Consent Decree Implementation, HR Audits

Proven success, knowledge, and integrity are critical considerations when you retain an investigator, expert witness, EEOC consent decree consultant, or HR auditor. Cláudia Schwartz delivers results in these areas due to her unique combination of qualifications, including:

• Success as the HR Consultant implementing the EEOC consent decree resulting from a $47 million dollar class action settlement in a sexual harassment / gender discrimination suit by 5,000 women.
• Twenty years in senior HR management roles in multi-industry companies with up to 10,000 employees.
• Eleven years teaching applied employment law at the university level. Director of the UCSD Human Resource Leadership Program.
• International, multi-cultural background and foreign language skills.
• Completion of dozens of harassment, discrimination, and retaliation investigations under a Private Investigator’s license; production of reports; presentations to Boards of Directors; depositions.
• Selection as expert witness by leading law firms in employment cases
• Coach and consultant for chief executives and managers following harassment concerns and litigation
• Author of an HR audit system and turnkey tools to identify and develop areas in need of improvement

“Cláudia is utterly professional, reliable, and objective …” “We have developed great confidence in Cláudia Schwartz, not only in terms of the substance of her knowledge, but also in her ability and willingness to navigate very tough waters with very difficult issues…”   Read more >>

HR Strategic Planning and Metrics: HR Scorecards, Human Capital Dashboards, ROI

Human capital management is the main business success differentiator in a knowledge economy. The first step is to answer two practical questions: How do we identify our HR strategy and translate it into action? How can we tell our strategy is working?

HR Results de-mystifies HR strategic planning and metrics through processes that:

The diagram below illustrates this value-creation process: 

“I really trust Cláudia’s expertise in HR strategic planning and metrics. She was instrumental in helping us...”   Read more >>

HR Infrastructure: Building and Enhancing HR in Your Company

Your company needs to produce results now. Is it realistic or productive for you to take enough time to master all the knowledge required to build a solid HR infrastructure in your organization? The founder of HR RESULTS has used her twenty years of HR management experience in companies of up to 10,000 employees and insights from consulting with over 100 growing organizations to develop a "road map" to business success through people. Using HR Results’ expertise and tools will bring you priceless value and relief. You can set your priorities and implement your plan according to your preferences, resources and pace.

HR Results’ HR infrastructure development and improvement has been successfully used with:

The tools HR Results uses to help companies build their HR infrastructure include:

• HR assessment and planning matrix which includes the following sections:
  • Company Strategy
  • Human Resources Strategy
  • Training & Continuous Improvement
  • Workforce Planning and Recruitment
  • Benefits and Value Added Programs
  • Compensation – Performance Management – Incentives
  • Organizational Effectiveness
  • HR Database Management – HR Information Systems
  • Productivity Management and Improvement
  • Process Guidelines and Standards – HR Policies and Procedures
  • Cost Containment and Regulatory Compliance
  • Mergers & Acquisitions
  • HR Metrics – The ROI of Human Capital
• Assessment of the HR leader and the HR function in the organization
  • Customized, online, 360º assessment and planning tool (use as agreed with UCSD)
• Quick results tools (CD with “ready-to-use” checklists, assessments, guides, models, forms, templates, and resources related to every HR function)
• A customizable repertoire of HR programs and processes built during 25 years of practical application
• Ten training modules on essential practical knowledge of HR and employment law developed to fast-track the development of HR professionals
• A network of proven HR-related service providers including:
  • HR outsourcing
  • HRIS consulting
  • Benefits consulting and brokers
  • Employment attorneys
  • Specialized recruiters
  • Ph.D. psychologists offering pre-employment assessments
  • Professional outplacement
  • Career counselors, executive coaches
  • Background checking
  • Drug screening and health assessment
  • Occupational health and safety
  • Event planning
  • Real estate and relocation
  • Sales and presentation training

HR MANAGEMENT – PROJECT MANAGEMENT

HR Results complements companies’ internal resources to create timely, cost-effective, high-caliber results on projects related to every HR function, including:

• Recruitment & Retention
  • Recruitment of HR Professionals: Unique value (high quality candidates for low fees) made possible by Cláudia Schwartz’s extensive network in the HR community resulting from teaching at UCSD, participating in senior HR management groups, leading special programs at professional organizations, and mentoring HR professionals pro-bono
  • Workforce Planning: Projecting companies’ human capital needs, based on strategic and business plans, environmental scans, and SWOT analyses
  • Recruitment & Selection Systems and Training: Candidate sourcing strategies; interviewing and selection guides, resources, templates; reference check and offer packets; workshops for supervisors on interviewing and selection
  • Employee Retention: Turnover analysis, retention strategy development, and management training
  • Exit Interviews: Web-based and custom exit interview services nationwide (including the use of WebEx meetings); analysis, report production, and action planning
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• Training & Development
  • Harassment Training
  • Diversity Training
  • Supervisory and Management Skills Training
  • Training for HR Professionals
  • Sales Training
  • Presentation Skills Training
  • Custom Training Programs Developed to Meet Specific Company Needs
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• Compensation & Incentives
  • Compensation and Salary Administration: Establishment of policies, procedures, salary structures, meritocracy systems
  • Job Design and Job Description: Creation of role description models that suit the company’s culture and business strategy, including multi-purpose role description, job evaluation, ADA compliance, performance appraisal, and goal setting tool
  • Market Analysis / Job Evaluation: Company-wide and individual pricing of jobs in the market place and recommendations regarding salary ranges, internal equity, salary adjustments, compensation budget design and allocation
  • Wage & Hour Consultation: Overtime exemption analysis and practical interpretation of state and federal wage & hour laws and regulations
  • Incentives: Design and improvement of management, employee, sales incentive plans
  • Total Rewards: Design of total reward systems aligned with strategy and culture, including non-monetary rewards
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• Performance Management
  • Performance Management and Appraisal: Development of systems aligned with business strategy and corporate culture
  • Feedback Systems: Non-traditional alternatives to performance appraisals
  • Training: Workshops for management on goal setting and performance management
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• Benefits
  • Design: Recommendations based on employee surveys, focus groups, market analysis and alignment with corporate culture and budget
  • Cost Control: Consultation
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• Safety & Workers’ Compensation
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  • Injury and Illness Prevention Programs: Models and consultation
  • Workers’ Compensation: Processes, tools, consultation
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• Employee Relations
  • Consultation: Input, answers, recommendations when needed
  • Reductions-in-Force and Reorganizations: Consultation, systems, project management
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• HR Compliance
  • HR Audit: Assessment of HR function to determine HR compliance exposure
  • Solutions: Tools, resources, answers to bring issues to compliance
  • Intervention: Representation at government agency audits and hearings, response of EEOC/DFEH complaints, answers when needed
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• Employee Handbooks and HR Policies & Procedures
• Employee Handbook: Complete handbook model, along with consultation to efficiently customize it to suit the company’s preferences
• HR Policies & Procedures: Ready-to-use or custom
• Supervisor Guides: Step-by-step guides supervisors and HR professionals can use to increase efficiency, quality, and customer satisfaction when moving through the maze of HR transactions from hiring to terminations (The guide can be web-based.)