It starts with an interview and you must keep it legal, unless you want to get sued for asking the wrong questions and then not hiring the person. Even if they are hired they can complain (legally) because of discriminatory questions were asked in the interview. That is why hiring interviews are so critical these days. After that, are you hiring or contracting? What does it mean to have a 1099 contractor as compared to an employee?If you are a small to medium size business, what do you do about work comp?
Rick is the Area Manager for BBSI’s (Barrett Business Services) operations in the Denver Tech Center. He has been at the senior executive sales level in the Fortune 500 at Diversey, a former Molson company (now a part of SC Johnson). Previously, he also ran Ecolab’s Hawaii operations. He has extensive consulting experience as a senior business analyst with a national consulting firm and has had his own businesses in Hawaii (restaurants and aviation). His first job out of college was with Pan Am (2nd generation) and was in marketing for the Pacific Division covering Asia and the Pacific Rim. He is also an FAA licensed Commercial Pilot.
Rick is also an adjunct faculty member at National American University’s Denver campus (marketing, management, economics, finance and business law). He received his BA in History and Business from the University of Hawaii – Manoa (full athletic scholarship –football) and an MBA from Chaminade University of Honolulu
Rick lives in Centennial with his wife Liz a dental hygienist and they have a son, daughter and granddaughter
Throughout Audrey's career, she focused on the development and delivery of highly valued and business oriented HR products and services. Her focus on building talent throughout the organization included proactive recruiting, succession planning, and effective performance management.
She has 10 years of executive experience, and managed HR Field Operations teams for multi-site organizations throughout the country. She created and implemented strong employee relations processes that minimized legal issues through effective conflict resolution. Audrey can flex from strategic to tactical focus since her experience comes from organizations that vary in their life cycle, from start-ups to organizations in cost reduction mode.
In addition to her SPHR, Audrey’s credentials include a Bachelors Degree in Management from Metropolitan State College of Denver, a Masters Degree in Applied Communication, and a Certificate in Alternative Dispute Resolution, both from the University of Denver (DU). She volunteers as a Professional Development Group Leader in HR Essentials for the Colorado Human Resources Association (CHRA). She also serves on the HRA Advisory Board at the University of Denver to provide input to curriculum for degrees in HR.
Audrey also believes in building HR leaders of the future. Since 2000 she has been teaching Masters’ Degree courses in HR, Communication, and Training at DU. She also coached more than twenty students toward completion of their Capstones at the end of their Masters degree programs, seeing several students launch into successful HR careers.
Audrey's experience fuels her passion for HR Partnership, with the goal to help managers tap into the full potential of their employees so that the business enjoys great success.
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