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Our Services

The Bradley Partnerships (TBP) provides the best fractional HR and organizational effectiveness solutions for your business. In summary, here are a few of the topics we can help you with!

Fractional HR Services

  • Conducting HR Audits to ensure compliance and the use of best HR practices.

  • Developing HR project plans.

  • Providing interim, part-time, and project-based HR leaders to meet client’s needs.

  • Collaborating with organizational leaders to align HR strategies with overall business goals.

  • Developing and implementing HR policies and procedures.

  • Developing and/or revising employee manuals.

  • Mediating and resolving employee relations and workplace conflicts.

  • Advising on disciplinary actions and grievance procedures.

  • Providing guidance on performance improvement plans.

  • Developing and implementing employee engagement strategies.

  • Designing performance management programs and appraisal systems.

  • Conducting performance reviews and feedback sessions.

  • Conducting compensation benchmarking based on salary surveys and market research.

  • Conducting salary surveys and market research.

  • Designing competitive compensation and benefits packages.

  • Advising on incentive and bonus programs. 

  • Ensuring compliance with federal, state, and local labor laws and regulations.

  • Conducting job analysis of exempt vs. non-exempt employee classifications and job duties 

  • Providing guidance on legal and ethical HR practices.

  • Handling issues related to workplace discrimination and harassment.

  • Conducting workplace investigations.

  • Advising on the selection and implementation of HR software and payroll systems.

  • Implementing HRIS (Human Resources Information Systems) and payroll systems.

  • Managing and processing payroll incorporating company policies and tables are setup properly. 

  • Developing and implementing workplace health and safety programs.

  • Ensuring compliance with occupational health and safety regulations.

  • Conducting HR due diligence in the merger and acquisition process.

Talent Acquisition and Recruitment

  • Recruiting talent by proactively sourcing candidates, interviewing, and working with managers to hire the best person for the job. 

  • Conducting job analyses to define roles and responsibilities.

  • Developing job descriptions and job postings.

  • Assisting in the recruitment and selection process.

  • Providing guidance on effective hiring practices and procedures.

Organizational Effectiveness

  • Conducting organizational assessments.

  • Working with management in organizational change initiatives.

  • Developing the organization’s mission, vision, and core values that are integrated into every aspect of the organization.

  • Evaluating and developing the organization’s brand specifically related to talent recruitment and culture.

  • Managing communication strategies during periods of change.

  • Conducting annual organizational retreats related to the review of annual goals, setting new goals, and ensuring teambuilding activities.

Leadership Training and Development

  • Identifying training needs within the organization.

  • Designing and delivering customized leadership training programs including assessments.

  • Facilitating workshops on various HR-related topics including annual EEO compliance training.

Career Transition Services

  • Supporting employers in managing employee transitions with professionalism, dignity, and care.

  • Providing career transition assistance during workforce changes, reorganizations, or separations.

  • Conducting career assessments to help individuals identify strengths, transferable skills, and next steps.

  • Partnering one-on-one with a career coach to explore new career paths and opportunities.

  • Developing resumes and professional branding materials.

  • Creating a personalized career transition action plan.

  • Preparing individuals for job interviews and career conversations.

  • Providing guidance on job search strategies, networking, and follow-up on leads

Executive Coaching

  • Meeting with the organization’s sponsor to understand the leader’s needs.

  • Conducting a chemistry meeting with the leader to determine the TBP coach best suited for them.

  • Establishing a coaching agreement that identifies areas of focus, coaching timeframe, and supporting the client’s growth throughout the process.

  • Conducting a leadership assessment or 360 feedback to understand the leader’s strengths and opportunities for growth.

  • Identifying skill gaps and blind spots.

  • Developing our client’s executive presence.

  • Boosting a leader’s credibility with other managers, peers, and staff. 

  • Transforming leadership perspectives, performance, and results.

  • Guiding and supporting a transition to a new role.

  • Developing strategies for career growth and advancement. 

  • Maximizing one’s personal and professional potential.

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