HR Consulting Services

Strengthening Your Business through a Solid HR Strategy

We Can Assist With The Following

Our comprehensive suite of HR consulting services is meticulously crafted to elevate your business’s human resources strategies. We specialize in the following key areas:

Recruitment Solutions:

  • Streamline talent acquisition.
  • Identify top-tier candidates with precision.
  • Optimize onboarding for seamless integration.
  • Training and Development:

  • Cultivate a high-performance workforce.
  • Tailored training for enhanced skills.
  • Foster continuous learning and growth.
  • Compliance Management

  • Navigate regulatory labour law landscapes.
  • Ensure adherence to labor laws and industry standards.
  • Mitigate risks with robust compliance strategies.
  • Employee Relations:

  • Promote a positive workplace culture.
  • Resolve conflicts effectively.
  • Develop strategies for engagement and satisfaction.
  • Strategic HR Planning:

  • Align HR initiatives with business goals.
  • Develop long-term workforce strategies.
  • Ensure scalability in a dynamic business environment.
  • Performance Management:

  • Implement effective appraisal systems.
  • Foster a results-driven culture.
  • Provide actionable feedback for improvement.
  • HR Technology Integration:

  • Leverage cutting-edge technologies.
  • Streamline processes with efficient HRIS implementation.
  • Enhance data-driven decision-making.
  • Customized Consultations:

  • Tailor services to meet unique needs.
  • Collaborate closely to address specific challenges.
  • Provide personalized solutions for business success.
  • Outsource HR services:

  • Enjoy scalable solutions tailored to your budget and requirements.
  • From payroll management to compliance, we handle it all
  • Optimize your workforce without the overhead.
  • Benefits of Outsourcing Your HR Functions

    In summary, outsourcing HR functions delivers efficient and expert support, positioning your organization for sustained success through external expertise and operational streamlining.
    Benefits of Outsourcing Your HR Functions

    Access to Expertise

    Benefit from specialized knowledge and ensure precise execution of HR processes by tapping into a pool of seasoned professionals.

    Cost Savings

    Achieve cost efficiency by avoiding the need for in-house HR staff and associated overhead costs, allowing for more strategic resource allocation.

    Focus on Core Competencies

    Concentrate on core business activities as external HR services handle routine tasks, fostering innovation and growth.

    Risk Mitigation

    Transfer the responsibility of compliance and legal intricacies to expert HR providers, reducing the risk of non-compliance and legal complications.

    Flexibility and Scalability

    Adapt to changing needs with scalable HR support, aligning services with your organization's growth or operational adjustments.

    Enhanced Technology Integration

    Leverage advanced HR technologies provided by outsourcing partners, streamlining processes and improving data management.

    Employee Satisfaction

    Ensure seamless HR functions, from payroll to benefits administration, contributing to overall employee satisfaction and a positive work environment.

    Focus on Strategic Initiatives:

    Redirect leadership efforts toward strategic initiatives by outsourcing routine HR tasks, allowing for a proactive approach to long-term goals.

    Key Canadian Employment Laws for Employers

    To maintain a compliant and respectful workplace in Canada, employers must be mindful of the following key employment laws:

    Employment Standards Legislation

    Each province and territory has specific regulations outlining minimum employment conditions.

    Human Rights Legislation

    Federal and provincial laws prohibit discrimination based on factors like race, gender, age, and disability.

    Occupational Health and Safety (OHS)

    Mandates a safe and healthy workplace.

    Employment Equity

    Federal contractors and certain provincially regulated employers must promote equal opportunities for diverse groups.

    Canada Labour Code

    Applies to federally regulated industries, setting employment standards, including hours of work and leave provisions.

    Privacy Legislation

    Governed by laws like PIPEDA, focusing on the collection, use, and disclosure of employee personal information.

    Employment Insurance (EI) and Canada Pension Plan (CPP)

    Employers deduct and remit EI and CPP contributions, ensuring compliance with federal social insurance programs.

    Workplace Safety and Insurance

    Employers provide workers’ compensation coverage, varying by province, to protect employees in work-related incidents.

    Termination and Severance

    Laws outline notice periods and severance pay requirements to ensure fair treatment during job loss.

    Collective Bargaining Laws

    Applicable in unionized workplaces, governing relationships between employers and trade unions.
    Staying informed about these employment laws is vital for fostering a compliant, respectful, and legally sound workplace in Canada.

    Overview of Internal Policies

    Code of Conduct

    • Ethical Standards: Clear principles for ethical behavior.
    • Professionalism: Expectations for conduct.
    • Confidentiality: Guidelines for data privacy.
    • Compliance: Rules for legal adherence.
    • Consequences: Outlined repercussions for violations.

    Hiring Process

    • Equal Opportunity: Ensuring fair recruitment.
    • Job Descriptions: Defined roles and qualifications.
    • Interview Protocols: Standardized procedures.
    • Selection Criteria: Transparent evaluation criteria.
    • Onboarding Procedures: Guidelines for new hire integration.

    Promotions

    • Meritocracy: Criteria based on performance.
    • Transparency: Clear communication on opportunities.
    • Training and Development: Avenues for skill enhancement.
    • Feedback Mechanism: Channels for career growth feedback.
    • Anti-Discrimination: Ensuring bias-free promotions.

    Employee Handbook

    • Introduction and Welcome: Overview of culture and values.
    • Policies Overview: Summary of key policies.
    • Work Hours and Attendance: Guidelines on punctuality.
    • Leave Policies: Outlining time-off policies.
    • Communication Protocols: Defining channels for internal communication.

    Incident Injuries

    • Reporting Procedures: Clear steps for reporting incidents.
    • Medical Assistance: Guidelines for seeking immediate help.
    • Documentation: Procedures for incident reporting.
    • Investigation Process: Outlining steps for prevention.
    • Employee Support: Resources for affected employees.
    Each policy fosters a transparent, fair, and compliant organizational culture. Regular communication and training ensure understanding and adherence.

    Why Us

    Financial Education

    We prioritize educating our clients, equipping them with the knowledge to make sound financial decisions for their future success.

    Seasoned Experts

    Our experienced team offers deep expertise, ensuring reliable and comprehensive solutions for all accounting and tax needs.​

    Personalized Solutions

    Tailoring our services to each client's unique circumstances, we deliver customized solutions that address specific goals and challenges effectively.​

    Modern Approach

    Embracing cutting-edge technologies and innovative methods, we provide efficient and forward-thinking accounting and tax services to meet the demands of today's business landscape.​

    FAQ

    Standard working hours typically range from 35 to 40 hours per week, but specific regulations vary by province and industry.
    Most provinces require employees to be paid at least semi-monthly, while others allow for monthly payments. Refer to provincial employment standards.
    Minimum wage varies widely across provinces and territories. It’s crucial to consult the specific regulations in your region to ensure compliance.
    Drug testing is generally permitted only in safety-sensitive positions or under specific circumstances. Regulations vary, and legal advice is recommended.
    Notice periods for termination vary based on factors like length of service and reason for termination. It’s essential to consult provincial employment standards for accurate information.
    Yes, employees are entitled to vacation days, and the number of days varies by province and length of service. Employers must adhere to the employment standards in their specific jurisdiction.
    The Canada Labour Code sets employment standards for federally regulated industries, including transportation, banking, and telecommunications, among others.
    Yes, employers can conduct background checks with the candidate’s consent. However, privacy laws must be observed, and the checks must be relevant to the job.
    A: EI provides temporary financial assistance to individuals who have lost their jobs through no fault of their own. Both employers and employees contribute to EI.
    s, employers are obligated to provide health and safety training to employees to ensure a safe work environment. This includes training on workplace hazards and proper safety procedures.
    The unionization process varies by province but generally involves employees expressing interest, certification votes, and collective bargaining negotiations between the union and the employer.
    Employers can monitor, but they must respect privacy laws and inform employees of monitoring policies. Policies should be transparent and clearly communicated.
    Break regulations, including meal and rest breaks, vary by province. Employers must ensure compliance with provincial employment standards.
    Full-time employees work standard hours, typically 35 to 40 hours per week, and often receive benefits. Part-time employees work fewer hours, and benefits may differ based on the employer’s policies.
    Overtime pay is generally 1.5 times the regular rate for hours worked beyond standard limits. Overtime rules and thresholds vary by province.
    Yes, employees have the right to refuse unsafe work. Employers must address safety concerns promptly, and there are specific procedures outlined in health and safety legislation.
    The Canadian Human Rights Act prohibits discrimination based on various grounds, including race, gender, and disability. Employers must ensure equal opportunities and fair treatment.
    The enforceability of non-compete agreements varies by province, and agreements must be reasonable in scope and duration to be legally valid.
    Yes, employers can use AI in the hiring process. However, they must ensure fairness, transparency, and compliance with privacy laws to avoid bias and discrimination
    Employers can promote diversity and inclusion by implementing inclusive policies, providing diversity training, fostering a culture of respect and equity, and actively seeking diverse talent during the hiring process. Regular assessments and adjustments to policies can further enhance inclusivity.

    TMP pricing for HR Services

    Initial set-up

    Assist with recruitment strategy, Draft internal Policy, standard employment contract and introduction of HR software.

    $ 3,500

    Expert

    Draft internal policy, managamnet of HR software, employee relations, and complaince managemnt

    $1,000/month- 4-15 employees

    Premium

    Draft internal policy, management of HR software, employee relations, strategic HR planning and compliance management

    $2,000/month- 15-30 employees

    Custom

    Please fill in this questionnaire and we’ll get back to you with a quote.

    $1,500 +HST

    Next Steps

    Step 1

    Please fill in this questionnaire

    Step 2

    Schedule a consultation with one of our HR consultants to receive a final quote and a checklist of the required data

    Step 3

    Upload requested data onto cloud folder shared

    Let’s collaborate!

    Have a question, an idea, or just want to learn more about Triple M Professional Corp.? We’re all ears. Fill out the form or Email us and we’ll connect with you soon.

    Markham Office
    905-237-6424
    675 Cochrane Dr East Tower 6th Floor, Markham, ON, L3R 0B6
    Toronto Bay Street Office
    416-333-1116
    401 Bay Street, 16th Floor Toronto, ON, M5H 2Y4
    San Francisco Office
    415-366-5667
    590 California Street 16th Floor, San Francisco, CA 94104
    New York Office
    212-651-9101
    555 Madison Ave 5th Floor Manhattan,
    NY 10022
    Toronto King Street West Office
    416-333-1116
    100 King Street West, Suite 5600, Toronto, ON, M5X 1C9
    Markham Office
    905-237-6424
    675 Cochrane Dr East Tower 6th Floor, Markham, ON, L3R 0B6
    Toronto Bay Street Office
    416-333-1116
    401 Bay Street, 16th Floor Toronto, ON, M5H 2Y4
    San Francisco Office
    415-366-5667
    590 California Street 16th Floor, San Francisco, CA 94104
    New York Office
    212-651-9101
    555 Madison Ave 5th Floor Manhattan,
    NY 10022
    Toronto King Street West Office
    416-333-1116
    100 King Street West, Suite 5600, Toronto, ON, M5X 1C9