The case studies below represent recent ones where Professional Alternatives’ comprehensive services have been able to bring a variety of unique solutions to help solve client issues.

Challenge:

A large metropolitan hospital had a number of challenges in its recruiting/staffing area:

• The HR department had been plagued by turnover and poor performance
• Two high-level positions needed to be filled.
• The HRIS applicant tracking system was stalled and off track.
• Staffing needs had reached a code-red level with 200+ openings for nurses going unfilled.
• The top Human Resource executive position had been vacated

ProAlt Solution:

ProAlt tackled the challenge with a multifaceted strategy: Professional AlternativesHR division supplied two consultants on-site to address departmental needs. One consultant focused on developing and implementing strategies for internal recruiting and staffing. The other consultant brought the HRIS project back on track.

Meanwhile, our Recruiting Alternatives division began an aggressive recruiting campaign to hire nurses, while ProAlt’s Executive Search Practice recruited candidates to fill the VP of HR opening.

Challenge:

A large medical device company’s HR department was experiencing numerous problems:

• Retirement was creating openings in top management positions that were not being filled in a timely fashion.
• Two critical openings were for a SVP of Marketing and a VP of Human Resources
• Several acquisitions had resulted in multiple compensation plans being used

ProAlt Solution:

• Professional AlternativesHR brought in an experienced HR consultant under contract to develop and implement a succession plan for key management positions.
• Our Executive Search Practice performed searches to fill the top marketing and human resource positions
• A compensation analyst was contracted with by Professional AlternativesHR group to consolidate the plans into one comprehensive solution for the company.

Challenge:

A publicly held, personal care products company found themselves out of compliance with some government policies:

• Several acquisitions the company had made were not meeting affirmative action requirements
• The Department of Labor’s Office of Federal Contractor Compliance Programs Compliance (OFCCP) was conducting an audit and threatening severe penalties.

ProAlt Solution:

• Professional AlternativesHR division brought in a contractor who helped the client create an affirmative action plan across all companies that enabled the organization to quickly gain compliance, and avoid further penalties.

Challenge:

A small technology firm in their third year of business needed to add critical members to their staff, and develop some basic human resource structure and best practices:

ProAlt Solution:

Professional AlternativesHR brought in an HR Generalist contractor who helped the client create an employee manual, establish some basic HR policies and procedures and successfully recruited and hired several key employees.

Challenge:

A large metropolitan hospital had a variety of staffing requirements:

• The human resource department had a number of needs that were temporary in nature, such as a medical leave, but required experienced people to deliver uninterrupted services.
• A critical opening for a Director of Nursing within the Behavioral Health area was unfilled. The requirements were very specific and made locating qualified candidates difficult.
• Several openings for critical care nurses were left unfilled due to low #s of applicants.

ProAlt Solution:

• Professional AlternativesHR augmented the human resources department with HR Generalists and Recruiters on a temporary basis to reduce the workload.
• ProAlt ’s Executive Search Practice performed a search to fill the Director of Nursing opening
• Recruiting Alternatives division provided the hospital's internal recruiters with candidate sourcing and resume screening services on a monthly retainer basis to deliver a continual flow of qualified, interested, nurse candidates.