Our HR Business Partners are the main point of contact for our partners. They promptly answer HR questions and address concerns from our partners and their employees. As needed, they connect partners with Megastar HR experts who can respond to function-specific questions.
HR Business Partners create a successful experience for each team member by guiding new employees through onboarding, driving engagement strategies and initiatives, and facilitating a smooth offboarding process.
Our Talent Acquisition Partners recruit top talent. They align with leaders on staffing needs and tailor recruitment strategies most likely to provide qualified hires that are positioned for success.
80+% of talent says a positive or negative candidate experience can sway their minds about a company, for or against. Our Talent Acquisition Partners ensure all candidates have a stellar experience from the initial point of contact, through interviews, and until either an offer acceptance or respectful declination.
Our Talent Acquisition Partners provide market-based analyses of pay ranges and the local talent pool to ensure partners are positioned to attract the best talent available. They have the emotional intelligence to identify and proactively source qualified professionals. They are proficient in tailoring tools to streamline the recruitment process as needed by maximizing recruitment sites such as LinkedIn and Indeed, and efficiently managing the recruitment process through applicant tracking systems (ATS).
Our Compensation and Benefits Partners provide payroll, time and attendance, and benefit solutions and guidance for our partners and their employees. They administer payroll with a high level of accuracy, strict confidentiality, and ease across multiple systems. They are experts when it comes to best practices and compliance with payroll taxes and regulations.
Our Compensation and Benefits Partners provide strategic support to develop Total Rewards programs and liaison with benefits brokers to maximize benefits while minimizing year-over-year cost increases. They also stand ready to answer any questions employees may have about benefit programs and empower them to advance their health and wellness.
Our Compliance and Safety Partners support partners to mitigate risk via best-practice policies, procedures, and safety programs. They minimize legal liability by proactively conducting compliance audits of policies, practices, and employee files; developing action plans to close risk gaps; and monitoring ongoing compliance with strict confidentiality to protect the assets and good standing of our partners. They stand ready to consult with and advise partners on matters involving federal and state employment law and regulations, and act as liaisons with legal counsel to manage litigation disputes to resolution.
Our Compliance and Safety Partners strategically partner with leaders to develop a culture of health and safety by optimizing safety programs designed to protect the most valuable assets of partners—their employees—by providing training, proactively identifying and eliminating hazards, and empowering employees in the process. They also act as liaisons with liability insurance brokers to minimize costs, and with workers’ comp providers to ensure claims are filed and managed well so they can get employees back to work, happy and healthy, as soon as possible.
Our Performance and Learning Partners guide partners to optimize performance development and transparent evaluation programs that are aligned with career objectives of employees, enhance employee engagement and growth mindsets, and reinforce accountability so that skills and performance actually improve.
They conduct needs assessments to identify training opportunities and requirements. They create, manage, and deliver recurring and ad-hoc trainings tailored to leaders and employees, and respective to industry and employee positions. These trainings are engaging, interactive, and can be delivered in-person and virtually. Afterward, our Performance and Learning Partners assess effectiveness and provide supporting analytics, and track training completion in systems.
Regrettably, they also stand ready to support leaders to document, prepare, and present corrective action up to and including employment termination, and are even willing to meet with employees as requested.
