Sept. 18, 2024

This paid piece is sponsored by Alternative HR.

Since its inception, Alternative HR has become a trusted partner for public entities.

The outsourced HR provider works with all types of businesses, but public entities increasingly rely on its consultants to help navigate the complex employment regulations in the government sector, decision-making in the public arena and a host of other unique challenges they face.

Public entities, including counties and municipalities, often encounter complex HR issues but frequently lack the dedicated staff and resources to manage them effectively.

“Small public entities often have unique challenges due to size, budget constraints, location and the public nature of their responsibilities,” explained Karen DeLange, director of operations and human resources senior consultant at Alternative HR.

“Government entities operate under a high level of transparency, and that can be especially challenging in small communities. HR decisions such as hiring, compensation changes and disciplinary actions sometimes morph into a gossip topic full of half-truths. Given the deep connections in a community, the gossip can quickly become personal and hurtful.”

Several public entities in South Dakota have turned to Alternative HR for help with not only recruiting assistance but also guidance on other human resource issues. A couple of examples are the city of Canton and Clay County, both located in southeast South Dakota.

Alternative HR consultants tailor their services to each client, helping improve recruitment efforts, assisting with employee performance and conflict resolution, designing competitive compensation plans, and more.

“We help maintain fairness and objectivity in public organizations,” DeLange said. “When sensitive HR matter arise, we provide direction to the leaders, including councils, commissions and department heads – whether elected, appointed or hired – and we help guide those difficult conversations with employees.”

The city of Canton has worked with Alternative HR on a variety of HR-related projects and issues for more than a decade.

“It’s nice to have a second opinion when it comes to complex HR issues to ensure the proper path is being followed and the right steps are taken,” said Alicia Riniker, the city’s administrative coordinator. “Alternative HR has been a great resource for the city of Canton, and management loves that it is a local company.”

Alternative HR senior consultant Julie Nelson has worked with the city of Canton on various projects for five years.

“When the city of Canton first approached Alternative HR years ago, they requested a full compensation analysis. Since then, I’ve adjusted their pay plan so they can stay competitive in the market, utilizing a variety of tools and resources, and our own team’s expertise,” Nelson explained.

“We also help them periodically when they need to post a position and hire or when they are preparing budget updates.”

Access to expert guidance and high-quality HR assistance helps public entities better follow procedures and align with their public governance responsibilities. Nelson explained that employment regulations are complicated enough, but public entities have some of their own rules that apply differently than in the private sector.

“We can be the outside, unbiased expert for counties and municipalities,” Nelson said. “We are there to help follow the rules and make good decisions that are consistent and fair. There’s a trust that’s built up, and we become part of their team.”

Clay County, with Vermillion as its county seat, couldn’t justify hiring a full-time HR person, but it recognized the need for an expert specifically trained in HR to handle delicate issues.

Finding Alternative HR by word of mouth, Clay County reached out a few years ago to help fulfill its needs.

“Alternative HR started with a review and revision of our employee handbook, an audit of federal employment forms and a review of personnel procedures,” Clay County Auditor Carri Crum said. “Alternative HR also helped hire new employees, and they have assisted with employee issues, employment law compliance, training and much more.”

Alternative HR worked with Clay County’s hiring manager to update job descriptions, post jobs to online boards, conduct phone interviews, coordinate in-person interviews and extend offers.

“In a county, the hiring responsibility typically falls on the individual department heads or on the commissioners,” DeLange said. “While they are always in full control of the decisions, our role is to coordinate the process so they can focus their time and energy on other important matters.”

Before Alternative HR stepped in to help, Crum said HR tasks often fell on the auditors’ shoulders.

“Alternative HR has been a valuable resource,” Crum said. “They have been a good fit for our needs.”

Alternative HR has worked with dozens of public entities over the years.

“They have learned to trust that our HR professionals will help handle their needs effectively and accurately, while maintaining required transparency,” DeLange said.

“When every decision is made in the public eye, it’s imperative public entities follow proper procedures. Alternative HR helps to make sure that happens.”

To find out more about Alternative HR, go to alternativehr.com, or call 605-335-8198.