SJE & HRM

SJE and Human Resource Management (HRM) have entered into a staffing solution agreement where Human Resource Management (HRM) is a preferred vendor that provides recruiting and placement services for your contingent workforce needs. As a staffing partner to SJE we look forward to working with you and to help ensure that Human Resource Management (HRM) supports SJE in meeting their staffing/business goals.  This website is a source of information and documentation that explains the process to request services, fulfill orders and manage contingent workers employed by HRM. 

Temporary Staffing Order Placement Process

Click here for the Order Placement Process.

New relationship 

Contact the National Representative (Valerie Vetoe) who will identify the appropriate Human Resource Management (HRM) resource and facilitate introductions.  A brief needs analysis will be conducted in collaboration with SJE to capture/review all critical processes to ensure the appropriate staffing/recruiting model is applied. 

Your local Human Resource Management (HRM) team

New Hope/Plymouth - Twin CIties

Zenna Berg - Branch Manager
763-559-6925
bergzef@kellyservices.com
Leah Burmeister - Staffing Supervisor

Ohio

Vicki Scott - Senior District Manager
567-303-1621
scottvl@kellyservices.com
Barbara Davies - Account Talent Manager

Clearwater

Scott Jarrett - Account Executive
Office: 727-577-4700
Mobile: 410-200-0528
scott.jarrett@kellyservices.com
Gina Dighello - Senior Commercial Recruiter

Vacaville

Kristin Schultheis
916-638-8845
kristin.schultheis@kellyservices.com

Engineering

John Perry
Mobile: 716-262-4866
john.perry@kellyservices.com

Office hours are Monday-Friday 8am to 5pm  

Your National Representative

Valerie Vetoe 
Mobile 864-308-7887
valv859@kellyservices.com

 

Approving Time Sheets and Expense Reports

Human Resource Management (HRM) Web Time (powered by PeopleNet) will send you an email, each week your contractor submits their time and each time they submit an expense report. You can also add an alternate approver.

The SJE Job Order form is where the SJE manager indicates who is responsible for approving time.

The designated SJE time card approver will receive approval emails on Monday at 7:30 am, 3:00 pm & Tuesday at 9am, EST.

No log on is required. The approver clicks the link in the email to access the approval application.

Customer can use the Dispute feature to edit hours for a specific entry (e.g., if the employee entered time incorrectly).  Any disputes will be reviewed and researched and resolved by the local branch.

Click here to see PDF instructions for approving time and adding an alternate approver in Human Resource Management (HRM) Web Time (KWT).

 

Pre-Hire Activities (Human Resource Management (HRM) administers all pre-hire activities)

Candidate Registration

Hiring paperwork and disclosures.

 

Interview Process

Determine qualifications, skills, experience, knowledge, interest, availability, employment history, and pay requirements.

 

Skill Evaluations

Administered when applicable to verify abilities

 

Drug Testing

 5 panel lab confirmation

 

Customer Site-Specific Orientation

On first day of work complete customer specific requirements.

 

HRM-Specific Orientation

Provide employee with first day arrival instructions, work schedule, supervisor, pay rate, assignment length, dress code and attendance expectations. Employee handbook. Timekeeping requirements. Performance expectations.

 

 

Required Forms

Human Resource Management (HRM) will administer and retain signed copies of the below documents.  

Click here for the Non-Disclosure Agreement (NDA)

 

Performance Review Process 

By carefully monitoring our employees’ progress and success in your workplace, we can gather information that helps us continue to improve our service to SJE. Human Resource Management (HRM) will identify quality and service measures that are important to your management and end users, to help guide the customization of our temporary employee performance review process for SJE.

Activities completed to monitor employee performance on-site include:

Arrival Calls – Made on the first day of each new assignment to confirm that our employee has arrived safely, on-time, and meets your initial expectations.

Quality-Control Calls – Placed periodically during the assignment to ensure that our employee is performing to your expectations—during first 10 days and at agreed times thereafter; frequency & method (phone call or email) will be identified during the first QC call. Confirmation email to follow. 

  • Based on QC results, Human Resource Management (HRM) will share feedback received with the employee and apply when necessary those actions to ensure the assignment expectations are understood. 
  • Exit Interview – Human Resource Management (HRM) will attempt to conduct an exit interview with all employees.  

 

Incident & Injury Reporting Information

It is the policy of HRM, Inc. to promote workplace health and safety. When an employee suffers from a work-related injury or illness, our first priority is assisting the employee with obtaining immediate medical treatment. 

(Please notify local Human Resource Management (HRM) representative immediately following any Human Resource Management (HRM) employee incident or injury.) 

Your Opinion Matters! 

Your feedback is critical in helping us make positive program enhancements. NPS is widely used within the service industry for this purpose. Please help by responding when you receive a survey 

Human Resource Management (HRM) administers Net Promoter Score® (NPS®) surveys to assess your satisfaction with our services. NPS surveys are developed and maintained by a third-party vendor to help ensure the integrity of our program. 

  • Web-based technology – Offers the convenience and efficiency of an online survey format, with invitations delivered electronically via e-mail.
  • Reliable frequency – Monthly surveys, sent to 100% of eligible customers in a given month, offer a statistically reliable survey volume (customers are eligible to be surveyed not more than twice per year)  

Reducing Co-Employment Risk

When working with a contingent workforce, it is recommended to follow these guidelines to minimize co-employment exposure.

Click here for risks associated with co-employment

 

Benefits of a Human Resource Management (HRM) Employee 

  • Service Bonus
  • Holiday Pay
  • Affordable Care Act (ACA)-Complaint Health Care plan
  • Health & Welfare Plans (opportunity to purHuman Resource Management (HRM) medical, dental, vision, disability, term life and more through Leslie & Associates)
  • 401(k) Plan
  • Family & Medical Leave Act (FMLA)
  • Employee Assistance Programs
  • Free Skill Enhancement Training
  • Employee Discounts
  • Parking & Transit Benefit
  • Employee Portal/myKelly.com online community for all things HRM
  • Access2wellness™