guHRoo payroll & hr

I worked for a large corporation when I moved to South Carolina in 2010. I called up to “corporate” one day to ask for a few hundred dollars to sponsor an event for a local non-profit.

“Matt, we just don’t get involved at the local level.”

I remember this conversation as clear as day. My family and I were putting down roots in South Carolina and wanted to be a part of the community. For us, this meant supporting the causes we care about and being a part of a company that cared about our community. 

When I couldn’t find a company in my industry that aligned with these goals, we created our own. 

We give away 5 percent of our company to local charities. That includes three percent of all revenue, one percent of our product, and one percent of our time volunteering (come serve with us!).

Interested in how we solve human resources problems for small businesses? Grab a time on my calendar here: https://meetings.hubspot.com/matt702/15-minute-intro-call

Outsourced Scale

We provide small businesses with virtual, offshore teammates, powered by AI.

Partner

Underdog Digital

We grew frustrated with how digital marketing agencies treated us and their ability to produce results. We built our own process, 10xed our leads, and started replicating the process for others. Small business marketing simplified.

GrowCo Columbia

Founder, President of the Board of Directors

Some tech company 

Sr. Sales Executive

The big red machine 

District Manager

I was so proud when my company finally grew enough to offer health insurance to my team. I thought I was being a great employer.

Then one of my employees told me bluntly: "It would be more expensive and worse coverage for me to use our plans."

That stung. But what really opened my eyes was talking to one of our clients who was trying to recruit against companies like Facebook. They were showing potential hires age-banded plans and getting beat every single time.

I realized this wasn't just my problem - small businesses across South Carolina were losing the talent war because of benefits.

I knew you couldn't have a PEO in South Carolina without Blue Cross. In our state, they're the only carrier that matters. So I didn't just find a solution, I built one.

It wasn't easy. Blue Cross has strict size requirements and won't work with just any agent. But I was determined to give small businesses the same buying power as Fortune 500 companies.

Today, we've helped hundreds of South Carolina businesses compete for top talent, saving an average of $50K annually. 

Our biggest win? 

A 21-employee nonprofit that we saved $120K per year - money they used to hire a new teammate to grow their mission instead of padding insurance company profits.

If you're tired of losing talent because your benefits can't compete with big corporations, or you're spending too much on insurance that your employees don't even value, let's talk.

Every dollar you save on benefits is a dollar you can invest back into growing your business and taking care of your team the way they deserve.

Book a time with me here: https://go.guhroo.co/ty-page-2921-8170

☞ Matt Vaadi

The HR Realist Idealist LLC

I partner with business leaders to create legacy-level cultures that are strategically aligned with their organizational mission and goals. I fully actualize your greatest asset, your people. Grow people = grow profits.

Founder and Owner

Chief

Chief is a private network that connects and supports the most powerful women executives
to strengthen their leadership, magnify their influence, and pave the way to bring others with them.

Member

Wharton Aresty Institute of Executive Education, Univ. of PA

I completed the Chief Human Resources Officer program at Wharton Aresty Institute of Executive Education at the University of Pennsylvania. It’s an immersive program that examines novel and emerging theories about the future of work and innovative approaches to HR systems creation and implementation, leading culture and organizational change, and solving challenges with innovative HR solutions.

I participated in studies and discussion on organizational design and development; people
strategy, managing the talent pipeline; employee performance management; diversity, equity, inclusion, and belonging; advancements in human resource information systems (HRIS); and data analytics in talent management.

The program also includes classes on evaluating leadership styles and the science behind culture and communication to shape a company’s strategic vision and bring that vision to fruition and measure progress. I’m excited to apply the tools I’ve learned to oversee leadership transitions, succession processes, and employee satisfaction and retention.

What I enjoyed most about the program is the exchange of ideas about the future of work with industry leaders from around the world. My Capstone Project is a culture integration initiative that creates a roadmap for how to successfully execute an M&A strategy that combines a broad range of geography, national identities, and experiences into an inclusive and successful work culture.

I’m using my knowledge to guide and direct people, programs, and processes to meet a corporation’s long-term and short-term goals and objectives.

Completed CHRO Program

Fivesky

Chief People and Culture Officer

MOL Chemical Tankers

In this role, I created a holistic people strategy and created an HR function from scratch for U.S. offices with ~65 employees and managed a $5.3 million annual operations budget for the U.S. division of a global shipping corporation that is headquartered in Singapore with offices in Tokyo, Dubai, Shanghai, Busan, London, Copenhagen, Rotterdam, Stamford, Houston, and Bogotá. 

I became certified in Master Person Analysis through Master Danmark to analyze candidate work methods and preferences when hiring in-house and used data from this system to create staff development plans and construct teams.

I was integrally involved with consolidating the U.S. offices into one unified team, and providing feedback, advice, and coaching to ensure employee success. I directed HR activities across the entire employee lifecycle, including recruiting top talent, conducting interviews, negotiating job offers, onboarding new hires, driving performance, managing the separation process, and facilitating exit interviews to glean insights to improve employee satisfaction and retention.

Key Contributions:
• Achieved 22% increase in employee engagement by creating an atmosphere where employees felt accepted and appreciated for the work they performed.
• Improved staff satisfaction with company culture. Greater employee engagement resulted in 19% increase in annual revenue. Median employee tenure was 8 years.
• Retained employee loyalty during periods of wage stagnation and competitive offers by implementing people-first policies. Developed creative solutions to employee problems including flexible exit solutions, work plans, loan repayment programs, phased retirements, and senior executives’ employment agreements. 
• Developed and managed U.S. a multimillion-dollar operating budget. Cut operating expenses 11% in one year. Oversaw accounting, credit card and expense reports, financial entries, and reporting.

Head of People and Business Operations, US

Navig8 Chemicals

In this position, I provided strategic direction of human resources and operations for U.S. office 
of global shipping company that operated 13 hubs across 4 continents for Navig8, which had 
~75 employees globally and $18.5 million in annual revenue in 2011.

Key Contributions: 
• Fostered a more positive office environment and implemented improvements in staff conflict resolution.
• Collaborated with key stakeholders on headcounts, annual salary reviews, bonuses, and employee development goals. 
• Established strong coordination with employees and senior management with a keen focus on engagement and maintaining a productive atmosphere through a period of economic volatility and change. 
• Managed successful assimilation of new staff after the company’s sale.
• Increased billing efficiency, which led to increased customer satisfaction.
• Streamlined commercial operations and devised a faster system for approving port costs.

HR & Operations Administrator

BoatTEST

As a project manager, I led activities related to finances and seamless operations of a company recognized as the premier website for the sale of boats, yachts, engines, and boating equipment. BoatTEST.com had $2.5 million in annual revenue and ~15 employees in 2009.

Key Contributions:
• Developed new operational culture for reorganization of financial processes. Increased 
billing and collection of revenue 12% during my tenure. 
• Led daily activities related to finances and logistical arrangements for clients.
• Cultivated and nurtured strong professional relationships to achieve optimal bottom-line 
results. Coordinated team that published a weekly newsletter to 200,000 recipients worldwide.

Project Manager

NexVue Information Systems

I worked as Office Manager for NexVue Information Systems, an Acumatica Cloud ERP partner based in Stamford, CT, that primarily serves customers in Northeast U.S. 

NexVue’s advanced solutions enable improved business agility, on-demand scalability, security 
and control, and maximizes the value of informational assets.

Key Contributions:
• Reduced the office budget while increasing operational efficiency.
• Took on marketing tasks after the company restructured the marketing department.
• Planned successful industry events that increased company software sales.

Office Manager

Johnson Controls

I served as a Data Specialist for Johnson Controls, a multinational conglomerate headquartered in Cork, Ireland, which produces fire, HVAC, and security equipment for buildings.

Key Contributions:
• Increased speed of data inputs by 6%.
• Handled public relations calls positively and efficiently to improve relationship between the 
airport and the citizens of the county.
• Participated in environmental studies that were part of published county data for decision 
making on airport construction.

Data Specialist

Human Resources Executive & Culture Architect / People Capital Champion / Organizational Development & Talent Engagement Expert / Leader & Steward Linking People to Strategy / CHIEF Member

Culture PAYS. It’s a profit center.

Because how people FEEL translates into how they PERFORM. 

I create deep, lasting change across teams and organizations by combining elements of human evolution, neuroscience, and psychology to positively impact people and how they feel.

I’ll help you elevate your culture by building the very foundational elements that hold it up.

My years of HR experience allow me to partner with business leaders to craft strategic talent strategies that are aligned with mission and goals. 

And of course we’ll collaborate to create holistic culture roadmaps that have transformative effect…

But I also tackle the 3rd rail that keeps most companies stuck in mediocrity… the people piece of the puzzle, the deeper human issues that make or break a culture:

The insecure leaders, the hidden agendas, the jealousy and gossip, the conflicts and broken trust, the corrosive worries about scarcity, the issues around self-worth, the unresolved old baggage, and oh-so-much more.

By addressing the root cause issues, I turn your organizational culture into an ideal environment for employees to thrive and profits to grow.

You don’t have to choose between terminations or allowing toxicity. You don’t have to spend your resources on fire fighting when you can invest in fire prevention instead. 

Choose a better option. Work with me!

When we help people see the roadblocks that hold them back they can’t unsee it. This means meaningful change with multiplicative positive impact for them, their colleagues, and for the business overall.

Win, win, WIN!

❓How much profit could you save by rehabilitating the less than desirable behaviors of your key talent? 

❓What could rockstar managers do to improve retention and reduce your recruiting and hiring costs?

❓How much productivity and innovation could be captured if you could turn your culture killers into your culture ambassadors? 

❓How many dollars would a 10-15% increase in employee engagement yield?

❓What would you gain if your people were more open to change, more willing to collaborate and share knowledge?

❓How many issues could you avoid by shifting your employees into a positive mindset?

❓What would improving the satisfaction and well-being of your workforce add to the bottom line? 

Great corporate culture isn’t a nice-to-have; it’s an essential competitive advantage. It’s your unique ecosystem that can’t be easily duplicated. And it all begins and ends with your human capital.

Ready to turn your culture into a profit center? 

Let’s connect.
charity@hrrealistidealist.com

taplio

The Battle

☞ Matt Vaadi

Charity Hughes, SHRM-SCP

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