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

Wireback Works

From 90 minutes to half-day, trainings and workshops are customized for your organization and aligned with your mission and values.  Participants will be immersed in an interactive learning experience designed to create curiosity, spark change, and produce results for your team and your organization.

Trainings & Workshops: Designed for your team's growth

HR ESSENTIALS: Ensure you are in compliance and have the tools you need
•Employee Handbook, Job Descriptions, Org Charts, Performance Management Templates, Offer Letters - the complete package designed for your organization currently and positioning you for future growth.

HR ASSESSMENTS:  Move from uncertain to confident
•Through the assessment, your full scope of HR processes and procedures are assessed to ensure compliance.  Risks are assessed and your action plan is prioritized for you.  

HR PROJECTS:  Implement or enhance key HR efforts
•Performance Management, Compensation Plans, Culture Surveys and Focus Groups, Onboarding

HR STRATEGY:  Shift from tactical or operational to strategic HR
•Partner for strategic HR that aligns with your plan for growth.  Includes annual planning, advisement, and check-ins.  Additional options include Organizational Design and Succession Planning

HR Consulting:  From Essentials to Strategy, we deliver what you need.

I specialize in coaching HR Professionals and Leaders who want to achieve their goals.   My clients appreciate my approach and presence and have successfully achieved the goals established.

Want to get a promotion? - we'll work on that!
Want to achieve better balance with work? - we'll tackle that!
Want more confidence? - you will get it!  
Want someone who has been where you are and will understand? - here I am!

Through coaching, I help individuals unlock their authentic self and transform their learnings and awareness to achieve career success.

Leadership & HR Coach: Achieve Your Goals

Central Penn Business Group on Health

•PROGRAM DEVELOPMENT - Developed collaborative programming that supported the needs of the business and non-profit community.

•VIRTUAL PROGRAMMING - Delivered quality virtual programming support HR and benefit professionals.

•COLLABORATIVE PARTNERSHIPS - Actively managed partnerships during a rapidly changing business climate to sustain organizational funding.

•STRATEGIC PLANNING - Launched a strategic planning process with committee volunteers and the Board of Directors.

The Central Penn Business Group on Health's mission is to promote continuous improvement in the quality and cost of healthcare for our member companies, their employees and dependents.  

As the Executive Director, I worked collaboratively with key stakeholders - business, healthcare providers, insurers and brokers - to preserve the quality of care while also keeping healthcare affordable.

Executive Director

LCSWMA

•COACHING & PERFORMANCE MANAGEMENT - Created and implemented a coaching based Performance Management system that utilizes monthly one-on-one coaching coupled with bi-annual performance reviews. 

•CULTURE & WELLNESS - Actively measured and monitored culture and employee engagement through surveys, site visits, and employee focus groups.  Implemented outcomes-based wellness program connected with the transition to high deductible health plan and consumer driven healthcare education.  

•EMPLOYER BRAND IDENTITY - Developed and launched our Employer Brand Identity, that elevated our ability to attract high quality candidates and reduced time to fill by 27% in the first year.  

•LEADERSHIP - Led a team of 9, which included HR, Safety, Continuous Improvement, and Administrative Support.  Proven skills in developing team members directly and collaboratively with other Executives.

•TALENT DEVELOPMENT - Built leadership and workforce capabilities for the future, by attracting and retaining the right quality of talent, creating career paths for employees and aligning and implementing best in class HR processes, to have the right talent and capabilities at the right time in the right roles.  

•SUCCESSION PLANNING - Staff member on the Succession Planning Committee, with the Board of Directors to select a new CEO and ensure a successful transition upon the retirement of legacy CEO.  

•HR MANAGEMENT - Maintained oversight of compensation, recruitment, leadership and talent management, performance management, employee engagement, risk management, safety, and administrative support. Served as Plan Administrator and on the Investment Committee for LCSWMA’s defined contribution Pension and 457 Plans.  Transitioned payroll into HR department and converted to a full-service HRIS  software system.

•COMPENSATION STRATEGY - Developed and implemented competitive compensation philosophy with corresponding wage ranges; monitored market regularly to remain positioned effectively.

Chief Human Resources Officer

•HR DEPARTMENT OF ONE - Created a professional HR function, starting with 80 employees, and it grew grew to 135 employees.

•HR MANAGEMENT -  Directed, maintained and enhanced all aspects of human resources and insurance, which included:  employment policies, employee relations, employee benefits, compensation management, training and development, wellness ,and property and casualty insurances. 

•SAFETY MANAGEMENT - Created a comprehensive safety program, which included adding a full-time safety manager to my team and responsibilities.  

•ACQUISITION & INTEGRATION - Led the efforts to fully staff a newly acquired facility for our first date of operations under our ownership.  

•INSURANCE - Transitioned our Auto, WC, and GL insurance to a heterogeneous captive program to provide rate stability and opportunity for premium dividends based on performance.  

•HEALTH & WELLBEING - Converted our health insurance to a self-insured municipal cooperative program with the opportunity for surplus dividends when claims experience is better than projected.  Launched and led award winning employee wellness program, recognized by Lighten Up Lancaster and LiveWell Lancaster.

Human Resources/Insurance Manager

Burnham Holdings, Inc.

I worked in the corporate office for Burnham where I administered benefits for 1200 employees, including union and non-union employee base within all Burnham companies.  I was responsible for analyzing, evaluating, and recommending suitable benefit options for employees and retirees.  During my tenure I assumed the responsibility for processing bi-weekly salaried payroll for 7 divisions and a total of 240 employees.  I communicated new procedures and changes to all divisional HR Representatives, co-chaired the Wellness Committee, and  created and edited the quarterly wellness newsletter.

Human Resources Administrator

Lancaster Newspapers, Inc.

Starting in HR as an Intern while completing my BS degree, I was able to couple education with application of HR in real-time.  It was invaluable in shaping my career as an HR professional.  

In my intern role, I was serving as an assistant to all aspects of the department:  HRIS and payroll system conversion, communicating with all applicants, assisting with benefits administration, creating communications for employees, and managing employee records.  Upon my graduation, I was hired FT as a HR Specialist and became responsible for the recruitment of all LNP new hires, including applicant screening and managing the interview process.  I administered the defined benefit pension plan and worked directly with the actuaries on benefit projections and retirement planning.  I also served as HR Representative to other Steinman Companies, and represented HR in absence of HR Manager at Intelligencer Printing.  I planned and coordinated the annual United Way Campaign and annual company outing, which was for all Steinman Companies.

Human Resources Specialist

HR and Leadership Coach | Human Resources Consultant | Public Speaker | Leadership Training and Workshops | Everything DiSC and 5 Behaviors of a Team assessments and facilitation

As the leader of a small organization (<100 people), you know and care deeply about the people on your team, but there are issues such as team dysfunction, lack of role clarity, unclear policies and procedures, missing skillsets, or lack of HR expertise that are holding your organization back.

You need the right people in the right places, not to worry about compliance risks, so you can confidently lead your engaged and skilled team and scale strategically.

☀️That’s why I create and implement successful HR strategies that engage your team, build skills, and healthy cultures that work for your organization.

When clients work with me, they receive a measured approach for HR alignment and strategies matching their business needs so that you can focus on leading and achieving results. 🎯

This often looks like:

🔸A stable and compliant HR foundation, with tools and resources such as onboarding, performance management, compensation strategy, and organizational design, to move forward.  
🔸Strategic advisement with an implementation plan for your team.
🔸One-on-one coaching with HR and leaders.
🔸Culture surveys, focus groups, and action plans.
🔸Trainings and workshops for team learning and growth.
🔸DiSC and Five Behaviors of a Team – assessments and workshops.
🔸HR Club: Coaching🔸Connection🔸Education

I work with small businesses and non-profits that are at an inflection point and know they need to be intentional with their people strategy to get to the next level. 

What Makes Me Different:
🔸With over 20 years’ experience in HR and leadership, I’ve done the work, and learned how to deliver results and not just theories.  
🔸I’ve run a small non-profit organization, am a Certified Coach and business owner too.
🔸I come from a place of caring, honesty, and assertiveness which sets me apart when delivering value for leaders and their organizations.

☀️When we’re done working together, you will be fully equipped with the people, skills, and tools you need to move forward.

What Clients Say:
📌Leslie provided a clear roadmap to better understand our processes, what is working well and what we need to improve.  - CEO

📌Leslie gave us clear and specific guidance in a way we could easily understand and use.  
to strengthen our organization. - President

📌Leslie’s expertise has improved our confidence level in how we are navigating both the building and retention of our team. - President

If you are ready to make changes and get the results you need from your team and your organization, email me at leslie@wirebackworks.com or DM to start the conversation.

taplio

The Battle

☞ Matt Vaadi

Leslie Wireback, MBA, NCC

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