Findley Davies - Consultants in Human Resources

Need for efficiencies in recruiting and new hire onboarding leads to organization engaging an objective advisor to prioritize business requirements and manage the vendor selection process.

This case study shares how Findley Davies strategically developed a level annual funding amount to reduce volatility, set expectations regarding full funding, and enable employers to properly manage their annual costs related to the pension plan.

A proactive, independent review of the administrative system following plan changes helped this organization mitigate the risks of benefit administration errors.

Development of compensation strategy and recommendations for a compensation and reward structure which includes both annual and long term incentives.

Request for Proposals (RFP) are valuable tools in evaluating and selecting the right carrier, but they can become complex and time-consuming. At Findley Davies we are focused on results, not process.

Committees often need a structured, facilitated process to meet their goals. A thorough review and analysis can give a team the right perspective.

Leveraging the market knowledge of Findley Davies’ consultants resulted in an independent, unbiased, and objective approach to the retirement plan investment consulting selection process.

A proactive, independent review of benefit calculations enabled this organization to mitigate their risk exposure by ensuring compliance with government regulations and the plan document.

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A web-based Standard Operating Procedure Library System helped improve operational efficiency, maximize the effectiveness of this organization’s human resources function, and mitigate risk.

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A detailed retirement plan analysis resulted in improved market knowledge for providing quality retirement benefits to employees, a reduction of risk exposure to plan compliance issues, and enhanced financial performance of the organization’s retirement plan.

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Developing a structured training program allowed this organization to maximize the effectiveness of their human resources service center.

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Staffing analysis and succession planning enabled this organization to attract, motivate, and retain top talent, as well as minimize the risk associated with unanticipated vacancies in leadership positions.

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Obtaining insight from focus groups enabled this organization to leverage technology and develop a performance management process and system that would attract, motivate, and retain top talent.

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To enhance financial results and minimize risk, companies should examine human resource issues prior to an acquisition.

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Attracting and retaining talent by creating an engaged workforce can be supported by effective benefit plan communications.

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Attracting and retaining key talent while ensuring cost effectiveness and mitigating risk for the organization.

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The key to attracting and retaining talent is a strategy that promotes an organization’s best qualities to its desired workforce.

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Defining clear priorities positions the human resources team to manage and drive organizational change and creates a workplace that promotes employee trust and satisfaction.

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Using engaging, interactive safety communications can drive organizational change and mitigate risk.

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Implementing a formal severance policy supported this organization’s desire to attract and retain its key employees in the event of a qualifying termination or change in control.

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How benefit choices, decision support tools, and branded communications optimized CDHP enrollment and enhanced financial performance.

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Maximizing the effectiveness of your human resources function can begin with an audit of your current workforce practices.

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Analyzing options to change retirement plan benefits leads to enhanced long-term financial performance for this organization.

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Helping employees think and work differently requires a change management strategy and effective communications.

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Requests for Proposal (RFP's) are valuable tools in evaluating and selecting the right carrier, but they can become complex and time-consuming. At Findley Davies, we are focused on results, not process. Our RFP projects are thorough and efficient. We also strive to provide our clients with critical insight into vendor capabilities, leading to tailored solutions and stronger client-vendor partnerships.

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Effectively communicate the total value of your compensation and benefits to your employees through personalized Total Compensation Reports.

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Like most employers, Blanchard Valley Health Association is concerned about effectively and cost-efficiently communicating the value of its total compensation package to employees. Findley Davies’ Communication Solutions Practice assisted BVHA create a Total Compensation Report (TCR) that is flexible in content, design, and cost to produce.

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The key to effective retirement plan communications is a strategy that reaches each of your target audiences. Appealing graphics and easy-to-understand messages help employees focus on why saving is important and why they need to act immediately.

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Deciding which retirement plan works best for your situation can be overwhelming for employees. A communication strategy is critical to help employees understand their options, make the most appropriate selection, and feel comfortable with the changes.

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