Human Resources Simplified

helping businesses do more with less

Our team is focused on serving our clients. We bring education, experience, and enthusiasm to every business need. We are practitioners, authors, professors, consultants, professionals, managers, and trainers. Our degrees, certifications, accreditations, licenses, and registrations attest to our advanced academic achievements.

But it is our common sense, quality delivery, and practical experience that define our associates. We deliver accurate results for real companies in real time. We understand federal regulations and state regulations pertaining to the management of employees so that you can focus on what you do best.

A Full-Service Human Resources Consulting Company

Human Resources Consulting HR

Human Resources Consulting

Your employees are your most valuable resource. Keeping your staff motivated, productive and content is in your best interest. When your staff is not performing, we are here to advise you and guide you.

Business Consultant Interim Management

Interim Management

The practice of using a contract human resources executive, full-time or part-time, or an interim full time onsite HR executive, is a popular option. Interim managers are experienced executives with strategic management and specialist skills and a track record of achievement.

Job Training HR


Companies that value their employees offer learning opportunities. Training is an organized activity aimed at imparting knowledge or developing skills and abilities to improve a team’s performance, satisfy annual education requirements, or provide education about new laws that affect a company’s employees.

Career Coaching Human Resources


Beyond traditional group training lies individual coaching. Coaching looks at the outcomes desired and designs a plan to get there with the client. It is a journey both coach and client travel together to assist the client to achieve milestones through mental review, behavioral changes and actions implemented, always focused on the goals.

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Below is a List of Services We Do Best

  • Human Resources
  • Talent Development
  • Screening
  • Compensation
  • Coaching
  • Meeting Facilitating
  • Staffing
  • Employee Relations
  • Interviewing
  • Employee Safety
  • Teaching
  • Selection
  • Compliance
  • Employee Benefits
  • Termination
  • Training
  • Subject Matter Expert
  • Human Resources Audit
  • Employee Recordkeeping
  • Management Development
  • Hiring
  • Policies
  • Conflict Resolution
  • Recruiting
  • Interim Management
  • Workplace Investigating
  • Expert Witness

December Interview: Dr. Steven Groves on… Pets and Holiday Decorations – Preparations and Precautions!

Q: When the December holidays roll around, we are reminded about how to keep pets safe and the decorations secure. Would you say that a Christmas tree or candles are more of a safety hazard for pets?

A: When it comes to Pets and Holiday Decorations, Christmas trees, candles, decorations, food and holiday parties all pose risky temptations for pets. Planning ahead, knowing what risks each festive activity poses and how to handle an emergency is important. Quick action can save a pets life.

Q: Tree water contains chemicals to make the tree last longer, won’t pets want to drink this? What to do?

A: Water additives for Christmas trees can be hazardous to your pets. Do not add aspirin, sugar, or anything to the water for your tree if you have pets in the house. If pets drink water containing chemicals, contact your veterinarian immediately.

Q: What is your best advice for keeping a tree upright and safe from curious pets?

A: Christmas trees can tip over if pets climb on them or try to play with the lights and ornaments. Consider tying your tree to the ceiling or a doorframe using fishing line to secure it.

Q: What about candles? What is the best way to enjoy them but keep the flame from a curious animal?

A: Never leave a pet alone in an area with a lit candle; it could result in a fire or the pet getting burned. In addition, Christmas lights can cause burns when a curious pet chews the cords.

Q: It is typical to put out some chocolate or other people treats when having friends and family over during this time, and we know dogs are food beggars. Advice on how to educate guests about this?

A: Put your pets in a safe area away from the food and the guests while food is being served. Keep people food away from pets by clearing food from your table and counters when you are done using them and make sure the trash gets put where your pet can’t reach it. Immediately dispose of carcasses and bones and anything used to wrap or tie the meat, such as strings, bags, and packaging. Place trash in a covered, tightly secured bag placed in a closed container outdoors (or behind a closed, locked door). Remind your guests not to feed the animals people food as a safety precaution for the pets. If you want to share holiday treats with your pets, make or buy treats formulated just for them. Some of the people food especially hazardous to pets include chocolate, turkey, onions, raisins, grapes, yeast dough and chewing gum.

Q: What about when guests bring their animals to a party to add to the fun?

A: If guests want to bring their own pets and you don’t know how the pets will get along, you should either politely decline to have a guest bring a pet or plan to spend some time acclimating the pets to each other, supervising their interactions and watching for potential problems.

Q: Poinsettia plants add beautiful color to the home décor. Are they dangerous to pets?

A: Emergencies can occur if pets get a hold of flowers or festive plants. Amaryllis, poinsettias, mistletoe, balsam, pine, cedar, and holly are among the common holiday plants that can be dangerous and even poisonous to pets who decide to eat them.

Q: What about opening gifts, what dangers lurk for pets while the gifts are being opened and the wrappings tossed about?

A: Holiday decorations and decorative items from gifts can be tempting for pets to play with and eat. Consuming them can cause intestinal blockages, sometimes requiring surgery.

Q: What are the best options for someone who is traveling for the holidays but cannot bring their pet with them?

A: Boarding facilities can be an excellent option as many of them have swimming pools, playgrounds, and indoor activities. In addition to boarding facilities, there are services who offer in-home pet sitting. Before making your selection it is suggested that you tour the potential facility or interview the potential pet sitter and ask for references. Plan ahead as many of these options book up well in advance of the holidays. Before placing your pet in a boarding environment where there will be multiple pets, talk with your veterinarian to find out how best to protect your pet from canine flu and other contagious diseases.

Q. While we are talking about gifts, the holidays seem to be the time that puppies and kittens are given as gifts. Guidance about considering giving an animal as a gift?

A: Giving a pet as a gift is usually not encouraged. Often, giving a pet as a gift on a holiday is a novelty that, when the excitement wears off, leads to neglect or abandonment. This is often the case with bunnies given as a gift on Easter. Some people don’t want a pet at all, or perhaps don’t want one now. For those who are ready, they should pick the pet out for themselves to ensure it is a good fit. A successful pet adoption or purchase requires time and thought.

Q: In conclusion, what other words of wisdom do you have on the topic of Pets and Holiday Decorations for new and experienced pet owners?

A: Make sure you know how to get to your emergency veterinary clinic before there’s an emergency. Talk with your veterinarian in advance to find out where you would need to take your pet, and plan your travel route so you’re not trying to find your way when stressed. Always keep these numbers posted in an easy-to-find location in case of emergencies: Your veterinarian’s clinic phone number, the local emergency clinic phone number and ASPCA Poison Control Hotline: 1-888-426-4435  (A fee may apply).

Dr. Steven Graves on... Pets and Holiday Decorations - Preparations and Precautions!

Steven Groves, DVM, is the owner of Groves Veterinary Clinic in Port Charlotte, FL. He is a graduate of the University of Florida School of Veterinary Medicine. Their compassionate, knowledgeable and professional staff is committed to providing comprehensive, quality health care to companion animals while building lifelong relationships with their clients and patients. He can be reached at www.grovesvetclinic.com

October Interview: Erin Wozniak on … A Brief History of Recruiting in the Digital Age

Q: The Internet has changed everything, and one thing it changed is how employers advertise job openings. Briefly, describe your role in your company before the Internet became the driving force for recruitment advertisement.

A: I started my career in the 1990s before the Internet changed everything for employers. My role as an account representative was to strategize with employers on how best to advertise and promote their job openings. Given all the change and time since then, strategizing with clients actually remains the core of agency representatives’ roles today. The strategy itself, its activation, and what and how success is measured … these are what have transformed.

Q: Just for clarity, what is a common definition of recruitment advertising?

A: Most simply, recruitment advertising refers to the communications used by employers to attract talent—so says Wikipedia, thus it must be true! Talent acquisition professionals understand the practice to be much more complex. Employer branding, multichannel media strategy, candidate experience, and retention strategies internally all play a role.

Q: What are the agency media choices/delivery methods/services now that are offered to employers in this digital age?

A: Digital media choices to consider include pay-for-performance (PPA, PPC and, speculatively, PPH is almost here), social media, earned media (PR), content marketing, targeted display, and mobile marketing channels. Ad delivery and related campaign management services will vary by agency and likely include a mix of programmatic job distribution, tracking, integration support, and reporting for proper measurement and analytics.

Q: Is using an agency an option for big employers as well as small firms?

A: Agencies with custom solutions are likely an option for most employers to consider—large enterprises and SMBs alike. There are many ways employers work with agencies and depending on their preference may operate under general MSAs, retainer agreements, or fixed-bid projects with individual SOWs.

Q: Healthcare is a major client of recruitment agencies. What other industries are major clients?

A: Retail, hospitality, manufacturing, transportation, pharmaceutical and any industry with tech talent needs are the verticals currently encountering the toughest hiring challenges and, therefore, relying on agency support as a result.

Q: What should job hunters know about how an agency assists an employer?

A: Job hunters will always interact directly with the employer. We collaborate with our clients upstream to connect with the talent they seek. We work to support the goals of the employer.

Q: What about marketing and branding; why is it important for an agency to be consistent with the company brand with regards to the creative design and ad placements?

A: Employer brands and all related creative expressions and executions are extensions of the company brand. As such, consistency, alignment and—most important—authenticity are crucial. A disconnect can not only result in the misrepresentation of the company to the candidate, but also to existing employees, key stakeholders, and others.

Q: As a specialist partner to the company recruiter/human resources director, how is the value of using an agency explained to the CFO of the company?

A: The value an agency brings to an employer can be seen in both time and money. Taking on the attraction part of the funnel allows recruiters more time to close candidates and fill jobs. Filling jobs cost-effectively and efficiently is of value for CFOs understand.

Q: Tell me more about the reports—the metrics—an agency provides to the employer on the outcomes of various ads and campaigns?

A: Agencies provide media performance reports and source-tracking metrics that give employers visibility and analytics on what channels are driving traffic, converting applicants and driving hires. These reports also provide detail at the job level that gives insight into job category and location/market trends.

Q: Can you give me an example of a successful company recruitment advertising program?

A: I cannot point to one, but every employer and every campaign will have a different definition of success based on the hiring need, strategy, budget, market factors and a host of varying KPIs. Those that drive the highest applicant-to-hire conversion at the lowest cost per hire set the standards for best practice.

Q: Are there rules of thumb for how long an ad campaign should run?

A: The specific goals and objectives of each campaign will drive strategy on duration and frequency. High-volume, ever-green hiring needs will likely have longer-term durations (even at the annual level), whereas focused efforts for a single tough-to-fill position may be hyper-focused over shorter durations, maybe 3 months, for example.

Q: Are there any U.S. laws that pertain to recruitment advertising?

A: Any compliance factors that apply to direct employers, such as employment anti-discrimination laws, either due to U.S. government contractor status, industry regulations or an organization’s own governance are all treated as the law by representative agencies as a matter of standard practice.

Q: In conclusion, what other words of wisdom do you have on this important function which falls under the employment, a/k/a talent acquisition, area of human resources?

A: For agencies, employers and candidates collectively, the importance of knowledge, data, and transparency will continue to increase and disrupt. The ability to be not only open to it but also comfortable with it will be crucial.

Recruiting in the Digital Age

Erin Wozniak is vice president of sales and accounts at Shaker Recruitment Marketing. She has more than 20 years of experience in account management, team leadership, and digital strategy. Erin can be reached at erin.wozniak@shaker.com.

See What People are Saying About Us.

With 20+ years of experience, we have seen it all. You’ll also enjoy receiving our best counsel, advice and guidance and straightforward honesty (yes, it may hurt) as we work with you, not just for you, so that you achieve your business goals.

I have hired Jean multiple times for her HR expertise and had excellent results every time.
Real Estate Business Owner and Former Military Officer
I have worked with Jean as an instructor and she is very knowledgeable in her field and personable.
Self-Employed Marketing Coordinator and Former Educational Assistant
Working with Jean was very enjoyable and very professional. When I think of Ideal Human Resource Director her name immediately comes to mind.
Director of Pharmacy and Former Hospital Co-Worker
Jean is the go-to person in the field of Human Resources. She worked with me on an HR project and was the consummate professional in every aspect of the project. She is very knowledgeable, and gets the job done right; and, to her credit, will only do the job the right way. I highly recommend Jean for any HR need you may have.
Marketing Consultant and Former Non-Profit Leader
During the time that my company recruited for her hospital, I felt honored to work with Jean. Jean was always professional and knowledgeable. She also had excellent communication skills. Jean knew how to handle every situation and I miss working with her very much. I can highly recommend Jean.
Healthcare Executive Search Consultant and Former Contractor

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