People Solutions

Eugenie HR Provides Solutions in Three Capacities

A picture of a pyramid in construction to illustrate Eugenie HR as a HR Architect building strong and long-term HR foundations.

HR Integrator

HR Due Diligence +
Post-Acquisition Integration

We do what we say we will do. We are responsible, clear, and fair in all our partnerships, acting as a trusted partner.

As HR Architect

Organizations Partner with Us When They:

See Compliance Gaps: Unsure of HR foundations that are mandatory for Employers and are missing key protections
(e.g. enforceable contracts, WorkSafeBC setup and structure, legally required policies).
Experience High Risk Events: Facing a specific, high-risk event
(e.g. deciding on a difficult termination of employment, team conflicts or performance issues).
Require HR Expertise: While they may not require ongoing support, they require specialized HR Expertise on an as-needed basis.

And We Help Startups and Scaling Organizations With:

Anchor 1

On-Demand HR Advice and Support

Need a quick answer or guidance to a complex people problem?

We provide on-demand guidance for:

Urgent Issues: Such as navigating termination of employment, conflicts, or performance issues.
General Queries: Quick clarifications on employment laws, best practices, or a second opinion on delicate situations.
Ad-hoc requests: Such as developing specific policies, documents or providing administrative support.

Job Descriptions

Are you attracting the wrong candidates, or struggling to manage performance?

Vague job descriptions lead to unsuitable hires and murky accountability (e.g. "this is not my job" or "no one told me").

We write clear descriptions to help you attract the right talent, set performance standards and benchmark compensation, so you can hire with precision and retain your team with confidence.

Compensation analysis, compensation structures, pay range benchmarking and how do employees' pay compared to market.

Compensation Structure and
Pay Ranges

Are you unsure that you are paying your team competitively, or are you losing talent due to pay?

Paying too little leads to turnover; paying too much hurts your bottom line.

We analyze your current job descriptions and salary to benchmark with market data to build a compensation structure that is both financially sustainable and competitive to attract and secure top talent going forward.

Employment Agreements

Are you using a simple offer letter that you found online or built with AI?

Using these templates without a background in employment law or HR can leave you exposed to hidden and major risks that compromise your organization (e.g. an unclear termination clause can lead to costly Common Law notice [months of pay] rather than Employment Standards' minimums [weeks]).

We create a tailored, solid first-draft agreement template ready for final legal review, offering you significant financial savings and protection from costly liabilities.

Developing HR policies and employee handbooks.

HR Policies and Handbook

Operating without clear policies creates legal risks and chaos, especially during difficult situations.

We establish the right level of HR policies for your organization, whether that is:

Essential Compliance: Mandatory policies to ensure your compliance with WCB
(e.g. WorkSafeBC) and PIPA.
Comprehensive HR Handbooks: Beyond Essential Compliance, further includes policies that mitigate liability (e.g. Code of Conduct), clarify expectations (e.g. Time Off and Performance), and add value (e.g. Flexible Work and Referral Programs).

You will have the clear guidelines needed to act with confidence and consistency, ensuring compliance with Employment Standards (e.g. BC ESA), Human Rights Code and other legal legislations while professionalizing your business and people operations.

As HR Steward

Organizations Partner with Us When They:

Face Growing Pains as the Number of Employees Grows:
- The lack of structure in HR (e.g. onboarding, offboarding, no policies) created inconsistency that negatively impacted culture and/or brought legal risk.
- Informal management creates inconsistent precedence, confusion in expectations, and perception of favouritism.
Experience Bottleneck with HR:
Business Owner/Leader does not have the expertise, time and resources to manage the day-to-day people operations.

And We Help Small to Medium Sized Organizations With:

Anchor 2

Fractional HR department managing day-to-day people operations.

Day-To-Day HR Operations
(Fractional | Part-Time HR Department)

Managing HR on top of your priorities when you "find the time" creates frustrations, bottlenecks, and risk.

We provide a dedicated, reliable and scalable HR function without the overhead of a full-time hire, with a dedicated HR professional or team who integrates into your organization. You can focus on operating and building your organization.

The dedicated Part-Time HR Department will help you manage standard day-to-day HR operations at every stage of the employee lifecycle, and proactively build and improve your people practices for your organization's continuous and sustainable growth.

Performance management framework and employee review cycles.

People Development and Performance Alignment Framework

When good work goes unrecognized and performance issues persist, you lose your top talent and production.

We design a framework tailored to your philosophy, providing the structure and documents for successful onboarding, continuous development, aligning expectations and goal setting.

From intentional performance discussions and reviews, exchanging feedback and managing formal progressive discipline, the established framework will empower you to retain your best people and build a culture of accountability and continuous development.

HR Diagnostic and Optimization

HR audit and diagnostic to identify legal risks and optimization opportunities.

Have you recently navigated a difficult employee issue and want to ensure it never happens again? Or are you looking for peace of mind by checking "under the hood".

Hidden liabilities and a lack of structures in people practices do not only risk you with potential prosecutions and jeopardizing fines, they can also create bottlenecks that restricts your growth and success.

Our HR Diagnostic goes beyond a standard checkbox HR audit. We identify legal risks, catch missed opportunities for efficiency, and show where your HR structure can be better optimized.

Whether you need a Lite check-up or a Comprehensive deep dive, you get a impactful roadmap to determine priorities to eliminate compliance gaps and build the HR foundations required for sustainable operations and growth.

Custom HR Toolkit and Templates

Custom HR toolkit and standardized templates for all stages of the employment cycle, including onboarding.

Do you scramble for the right paperwork every time you hire, onboard, or manage an employee?

Reactive HR slows you down. Without a solid library of standardized document, you risk issuing inconsistent documents with key gaps and creating an unprofessional experience.

We replace the chaos with building you a custom-branded and professional library of templates.

You will have a ready-to-use toolkit to manage the entire employee lifecycle and people situation confidently and efficiently.

Employee Experience Interview

Do you really know how your team feels working for you?

We help you conduct neutral, third-party Employee Experience Interviews to "look under the hood" of your organization culture and employee experience.

We provide honest and insightful findings and actionable recommendations to boost team morale and prevent unwanted turnover before it happens.

Recruitment Support

Finding the right talent is critical, but the process can be a distraction for busy leaders.

We help you with the heavy lifting - managing job postings, reviewing applications, and conducting screening calls. We present you with a pre-vetted shortlist of qualified candidates, so you can focus solely on the final interviews and selection.

As HR Integrator

Organizations Partner with Us When They:

Go Through Mergers and Acquisitions (M&A):
- Due Diligence Before M&A: Need Mitigation before signing the deal, to be informed and understand previous, hidden and active HR liabilities and risks.
- Retain Talent After M&A: Need to protect and reduce departure of top talent due to uncertainty and unclear culture during and after the transition.
- Maximize Success after M&A: Invested to make sure all areas are integrated well after acquisition
  (e.g. Operations, Finance and People).
Enter the Canadian Market: Navigate all areas for market entry and becoming an employer to leverage non-dilutive funding, talent and other strategic advantages in Canada.

And We Help Organizations in Transitions With:

Anchor 3

HR due diligence for Mergers and Acquisitions to assess compliance risks.

HR Due Diligence for Mergers & Acquisitions (M&A)

Hidden compliance gaps and inherited employment disputes can jeopardize an acquisition.

We conduct HR due diligence to evaluate these risks before you close the deal. We provide the critical insights you need to make an informed decision and protect your investment during your M&A transactions.

Post-merger people integration strategy to harmonize culture and policies.

Post-Acquisition People Integration

The deal is done. Will the talent that makes that organization special actually stay?

Uncertainty drives the best people to leave, destroying the value of your acquisition. You are managing many integration priorities - from leadership, operations to logistics.

It is fundamental not to neglect the post-acquisition people integration.
People want to know where they stand. We help you build a unified HR foundation that secures your investment, stabilizes the transition and merges the culture.

Starting with our HR Diagnostic, we map out the landscape on both sides and recommend the priorities for integration. We can further help you with implementing them, so you do not miss anything from harmonizing policies, managing employment agreements, reviewing benefits plans and integrating fundamental people practices. We bridge the gap between the two organizations so you can operate stronger as one.

Strategic HR consulting for companies entering the Canadian market.

Strategic HR for Entering the Canadian Market

Expanding to Canada?

Navigating our complex provincial employment laws and different people practices are common blind spots for businesses expanding to Canada.

We provide the local expert HR expertise you need to establish a beachhead and a smooth expansion. Whether your market entry is via soft landings, de novo expansion, or Mergers and Acquisitions (M&A), we help ensure your expansion is smooth, compliant, and successful.

Eugenie HR is located on the unceded traditional territories of the Coast Salish Peoples, including the xʷməθkʷəy̓əm (Musqueam), Sḵwx̱wú7mesh (Squamish), and səlilwətaɬ (Tsleil-Waututh) Nations.

People Solutions

Eugenie HR Provides Solutions in Three Capacities

HR Architect

HR Steward

HR Integrator

As HR Architect

Organizations Partner with Us When They:

And We Help Startups and Scaling Organizations With:

On-Demand HR Advice and Support

Job Descriptions

Compensation Structure and Pay Ranges

Employment Agreements

HR Policies and Handbook

​As HR Steward

Organizations Partner with Us When They:

And We Help Small to Medium Sized Organizations With:

Day-To-Day HR Operations (Fractional | Part-Time HR Department)

People Development and Performance Alignment Framework

HR Diagnostic and Optimization

Custom HR Toolkit and Templates

Employee Experience Interview

Recruitment Support

As HR Integrator

Organizations Partner with Us When They:

And We Help Organizations in Transitions With:

HR Due Diligence for Mergers & Acquisitions (M&A)

Post-Acquisition People Integration

​Strategic HR for Entering the Canadian Market

Compensation Structure and
Pay Ranges

As HR Steward

Day-To-Day HR Operations
(Fractional | Part-Time HR Department)

Strategic HR for Entering the Canadian Market