Services
Technology
Selecting and implementing technology that supports operations and increases productivity and quality.
Administration
Evaluating business processes and introducing administration changes that enhance workflow and reduce "touch points."
Research
Provide insight into industry trends, vendors and emerging players.
“Making Best practice from chaos”
trusted Consultant & Advisor
Bring practical solutions with immediate value and return on investment.
About
HR-STAR was established in 2005 to bend emerging and established technology solutions with best practices to solve HR and Benefits challenges.
With 30 years of real-world experience solving problems in compressed timeframes with limited budgets and resources, HR-STAR delivers unbiased advice with measurable Return on Investment.
John G. Kelly, CEBS
Managing Partner
FAQ
An “Agile” approach is not just appropriate for software development. It can be applied to most projects.
Any project with a timeframe greater that 9 months is generally doomed to failure.
- Priorities Change
- Budgets become exhausted
- Team members leave
- Scope grows dramatically
By focusing on the CRITICAL priorities (no more than 3) and keeping project deliverable focused on days (not months) rapid change can be achieved.
Adjustments (and there will be adjustments) can be made without impacting the entire project scope.
To often projects are driven by technology and process rather than the end goal.
The first question should always be what is the “desired outcome.” as defined by all key stakeholders. Too often HR and Finance have different definitions of “success.”
What are the Critical Success Factors (CSFs)?
- Increase revenue
- Decrease cost
- Speed of delivery
- Increase customer satisfaction
- Reduce risks
All outcomes should be focused on the broader business goals.
I want to implement a new HRMS is NOT a strong outcome focused goal.
We believe in creating totally satisfied customers. So we make this simple promise, if you don’t find value in our service, you don’t pay. It is that simple promise. We are proud to also say that we have never had to fulfill this promise as we have had 100% client satisfaction.
Vendor evaluations
quick and effective
Focus on vendors that can accommodate your current needs and will grow with your future needs.
- Focus on the outcome rather than how you are currently doing something. Be prepared to fit into the vendor’s approach.
- Share your critical goals with vendors rather than the functionality required.
- Where are the vendors going?
- How do they differentiate themselves from your other options (other vendors or manual approaches)?
Avoid a messy
"Vendor Divorce"
Unfortunately, challenges occur in many relationships. Problems can emerge with new and long-term vendors. Separating from an existing vendor can be painful (disruptive and costly).
Remember:
- Having a good “pre-nuptial” in place is better than a messy divorce.
- Counseling is often a better option (at least short-term).
- Often there are two sides to any problem. Clients should accept their potential shortcomings, and vendors must adhere to their commitments.
- Using an independent mediator can bring solutions to problems.
More than 30 Years
of Experience
In the Human Resources, Benefits, Insurance, BenTech, and InsurTech areas.
Servicing large and small employers, Professional Employer Organizations (PEOs), Associations, Insurance Carriers, Brokers, and Vendors (Benefits Administration, HRMS, Voluntary Benefits, and HR Services Vendors).
50+
Successful Projects
20+ Millions
Cost Savings
60+
LinkedIn Refernences
1,000+
LinkedIn Endorcement
Our news
We are working on several whitepapers on Selecting a PEO. Please Email us is you wish to get a copy.
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Testimonials
“We worked with John when he was working for our payroll software company. John is a great listener, has great empathy, and is reliable. He is honest, easy to work with, and makes you feel heard. I recommend him to any organization. They will be lucky to have him.”
Heidi Corrigan
“I had the opportunity to work with John on a mutual client. In our work together, John quickly gained an understanding of the client’s business issues and needs. Using this insight and his deep knowledge of and experienced with HR business processes, John developed practical solutions to address the client’s need. I was subsequently into an internal role with the client and engaged John to help us further advance our administrative practices, and John again delivered as a thought leader. In addition to being a thought leader who delivers practical solutions that leverage technology where possible, John conducts himself in a way that builds collaboration, trust, and confidence in him by challenging the status quo without insulting it, offering solutions to problems he identifies, and following through on commitments. If given the opportunity, I would both enjoy and benefit from the opportunity to work with John again.”
Eric Feinstein
“John is one of those rare individual that has an innate sense of who and when you should meet based on your objectives. It’s not that John has a vast network (which he does), but he also possess a very deep knowledge of all things HR and well as the business processes surrounding them. This enables him to go deep very quickly in understanding what you are trying to accomplish and consequently who can assist you.
We work with John as our partner liaison at a large software company. John carries an air of intensity and focus in his job role, while being very pleasant to interact with – both great qualities and all to rarely seen together. When we have a need, he is extremely responsive and tenacious until we have resolved the request.”
Scott Brown
“John has a very deep knowledge of benefits and the consulting industry. He brings a very strategic approach and creative ideas to client interactions. John is diligent in conducting the appropriate research to understand client objectives and issues. He is extremely approachable and someone with who I felt very comfortable having complex strategy discussions.”
Amer Akhtar
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