We take all the work out of hiring and onboarding by developing a process that fits best with your business.
Employee File Management
Attendance and PTO
Pay raises and history tracking
Performance development plans
Training received – and progress
Sexual harassment training (mandatory for some Maine employers)
At BME, we pride ourselves on providing a wide array of human resource services that are designed to help organizations effectively manage their workforce. Our comprehensive range of services ensures that businesses have the support they need to navigate the complexities of HR management.
Recruitment and hiring: This involves identifying job vacancies, creating job descriptions, advertising positions, reviewing resumes, conducting interviews, and selecting candidates for employment.
Onboarding and orientation: Once a new employee is hired, BME is responsible for ensuring they have a smooth transition into the organization. This includes providing necessary paperwork, explaining company policies and procedures, and introducing them to their team and workplace.
Employee training and development: HR oversees the training and development programs within an organization. This can include organizing workshops, seminars, and online courses to enhance employees' skills and knowledge.
Performance management: HR plays a key role in managing employee performance. This involves setting performance goals, conducting regular performance evaluations, providing feedback, and addressing any performance issues or concerns.
Compensation and benefits administration: HR is responsible for managing employee compensation and benefits programs. This includes determining salaries, administering payroll, managing employee benefits such as health insurance and retirement plans, and ensuring compliance with relevant laws and regulations.
Employee relations: HR handles employee relations matters, including resolving conflicts, addressing grievances, and promoting positive work relationships. They may also be involved in disciplinary actions and terminations.
Policy development and implementation: HR develops and implements company policies and procedures to ensure compliance with employment laws and promote a fair and inclusive work environment. They also communicate these policies to employees and provide guidance on their interpretation.
Employee engagement and retention: HR works to create a positive work culture and improve employee satisfaction. This can involve organizing employee engagement activities, conducting surveys to gather feedback, and implementing strategies to retain top talent.
Compliance with labor laws: HR ensures that the organization complies with all applicable labor laws and regulations. This includes staying up-to-date with changes in employment legislation, maintaining accurate employee records, and submitting required reports to government agencies.
HR administration: HR performs various administrative tasks, such as maintaining employee records, managing employee files, processing paperwork related to hiring and termination, and responding to employee inquiries.
Health and safety: HR plays a role in ensuring a safe and healthy work environment. This includes implementing safety policies and procedures, conducting risk assessments, providing training on workplace safety, and addressing any health and safety concerns.
Employee benefits and wellness programs: HR may be responsible for coordinating employee benefits programs, such as health insurance, retirement plans, and wellness initiatives. They may also provide resources and support for employees' physical and mental well-being.
Succession planning: HR is involved in identifying and developing potential future leaders within the organization. This can include creating succession plans, providing leadership development opportunities, and grooming employees for higher-level roles.
HR analytics and reporting: HR collects and analyzes data related to workforce trends, employee performance, turnover rates, and other HR metrics. This information is used to make informed decisions and develop strategies to improve HR processes and outcomes.
Employee exit process: When an employee leaves the organization, HR manages the exit process. This includes conducting exit interviews, processing necessary paperwork, and ensuring a smooth transition for the departing employee.