Choosing the right firm to represent your business means partnering with a team you can truly rely on. STAR ONE CONSULTING GROUP brings extensive recruitment experience with companies across the USA. Though based in Toronto, our impact spans far beyond provincial boundaries.
We specialize in connecting employers with top-tier talent and building strong, results-driven teams. Through a collaborative method, we gain a deep understanding of both the employer’s goals and the people driving their success.
Partnering with us helps organizations reduce costs and save valuable time by making smart, confident HR and hiring decisions with professional guidance.
Our team is guided by a set of core values that shape both our work and our daily lives. In essence:
Our goal is to be the firm everyone wants to collaborate with. By embracing these five straightforward values, we empower our team to act ethically, think strategically, and nurture lasting partnerships with clients and candidates alike.
STAR ONE CONSULTING GROUP capabilities are in providing professional human resources consulting services. Our core service areas are as follows:
An HR Plan is a strategic document that outlines an organization’s HR objectives such as reducing turnover by 7%, or to increase employee engagement by 10%; or transforming an organization’s culture over the next three years. The plan outlines tactics and action items to achieve each objective. It is important to have a people plan as otherwise, you may not obtain the maximum return on investment for the dollars you spend on your people and HR-related programs and activities.
Professional human resources consulting services involve staying current on HR trends, evolving labour legislation, and how it fits with the overall business strategy.
A good HR practitioner will invest regular time and money to keep their professional development current; and it is a requirement to submit a summary of PD activities for potential audit by the HR Association to maintain the Certified Human Resources Designation every three years.
It is recommended that the employee’s direct supervisor and an HR representative are present during a termination meeting. Optimally, the meeting will be held in a private setting to ensure the confidentiality of the sensitive discussion.
Even seating should be planned such that the employee is not in a position where he/she can block the exit if they become irate. Details of the termination should be established in advance (e.g. reason for termination, effective date, policy for giving references, whom to contact about further issues).
The meeting should be kept brief and the employee should be treated respectfully; and given a chance to ask their questions and voice their concerns/thoughts. It is important that any severance package or termination letter be clearly documented and provided to the employee during the termination meeting.
