HR Consulting FAQs for BC and Canadian Employers

RCM Solutions provides practical Human Resources consulting for small and medium-sized businesses in British Columbia and across Canada. Our core areas are Employee Relations, Labour Relations and strategic HR Consulting.

We support employers with workplace investigations, performance management, progressive discipline, terminations and layoffs, collective bargaining, grievances, HR policies and compliance, compensation, organizational change, workforce planning, recruitment and onboarding, and ongoing senior-level HR advice.

We can help with a single workplace issue, a defined project, or ongoing outsourced or fractional HR support. Explore our Employee Relations, Labour Relations and HR Consulting services.

Many small and medium-sized businesses do not yet need a full-time internal HR professional, but they still face employee issues, compliance obligations and people decisions that require experienced guidance.

Outsourced HR, fractional HR and on-demand HR support can give business owners and managers access to senior-level HR expertise without adding a full-time position. RCM Solutions can provide ongoing advice, project support or help with specific employee and labour relations matters, depending on what your business needs.

Learn more about our HR Consulting services.

Yes. RCM Solutions offers flexible HR consulting support based on the needs of your organization.

Support can include ongoing advisory or retainer arrangements, hourly consulting for specific workplace matters, or project-based work with defined deliverables and timelines. For businesses that do not require a full-time HR professional, this can function as outsourced, fractional or on-demand HR support.

Our goal is to give you experienced HR support when you need it, without creating unnecessary overhead.

The length of an HR consulting engagement depends on the issue, scope and needs of the client. Some matters can be resolved in a few hours, while larger projects may run for several weeks or months. Ongoing advisory relationships can continue on a retainer basis.

We define the scope, priorities, timelines and expected deliverables at the beginning of the engagement so that you understand what support will be provided.

Yes. RCM Solutions is based in Metro Vancouver and supports organizations throughout British Columbia and across Canada. Many matters can be handled virtually, while on-site support can be arranged when the situation requires it.

The applicable employment standards, human rights, labour relations and workplace requirements can vary by jurisdiction, so we tailor our HR guidance to the province and circumstances involved.

RCM Solutions has experience across a wide range of industries and workplace environments, including manufacturing, retail, food service, branded concepts, healthcare, schools and universities, remote worksites and technology.

Our approach is not to force a generic HR program onto every business. We first understand the operation, workforce and business objectives, then tailor the HR solution to the organization.

The right measures depend on the engagement. At the start of a project, we can identify practical indicators that connect the HR work to the business objective.

• Reduced employee turnover or absenteeism
• Improved time-to-hire and onboarding effectiveness
• Fewer recurring workplace conflicts or grievances
• Improved employee engagement or retention
• Stronger manager capability and documentation
• More consistent HR processes and decision-making
• Progress against the specific operational or organizational objective

The goal is to measure outcomes that matter to the business, rather than creating HR metrics simply for the sake of measurement.

RCM Solutions combines nearly 30 years of Human Resources experience with practical business and operational thinking. We work in both unionized and non-unionized environments and have deep experience in Employee Relations and Labour Relations, two areas where difficult decisions often have significant operational consequences.

Our approach is straightforward: understand the business, assess the facts, explain the options clearly, and provide practical recommendations that management can use. We also offer flexible project, hourly and ongoing advisory support for small and medium-sized organizations.

Urgent employee and labour relations matters often need quick attention. RCM Solutions prioritizes time-sensitive issues and can provide virtual or on-site support depending on the circumstances, location and availability.

For retained clients, urgent support arrangements can include priority access. For project or hourly clients, we will confirm availability and timing when you contact us.

RCM Solutions is led by Rob C. Martins, CPHR, with nearly 30 years of experience in Human Resources, Employee Relations and Labour Relations. Professional development includes formal education through the British Columbia Institute of Technology, Labour Relations and Collective Bargaining training through Queen’s University Industrial Relations Centre, and Wicklander-Zulawski training in investigative interviewing.

This combination of professional HR credentials, practical workplace experience and extensive exposure to complex employee and labour relations matters informs the advice provided to clients. Learn more on our About page.

Positive employee relations are built through trust, clear expectations, consistent management practices and open communication. Employees should understand what is expected of them, how concerns can be raised and how workplace issues will be handled.

RCM Solutions can help employers strengthen manager practices, communication, performance management, policies and issue-resolution processes so that problems are addressed early and consistently.

A formal employee complaint should be acknowledged promptly and assessed carefully. The employer should determine the nature of the allegation, whether immediate steps are required to protect employees or evidence, and whether an informal resolution or formal workplace investigation is appropriate.

RCM Solutions can help you assess the complaint, plan the process, prepare interviews, document the matter and determine reasonable next steps. Depending on the issue and jurisdiction, legal advice may also be appropriate.

RCM Solutions helps employers assess workplace misconduct objectively and respond in a manner that is reasonable, consistent and proportionate to the circumstances. This can include reviewing the facts, past practice, policies, documentation and the employee’s work history before deciding on next steps.

We can also help develop progressive discipline policies, prepare documentation and letters, coach managers through difficult conversations, and improve the processes used to address future conduct issues.

Serious allegations should be handled promptly, fairly and with appropriate confidentiality. Depending on the circumstances, a formal workplace investigation may be required before the employer makes decisions about discipline, corrective action or termination.

RCM Solutions can help determine the appropriate process, develop an investigation plan, conduct interviews, assess evidence, document findings and consider reasonable next steps. Our focus is on helping employers make well-supported decisions while maintaining procedural fairness and professionalism.

Learn more about our Employee Relations Consulting services.

Yes. RCM Solutions conducts independent workplace investigations for employers in British Columbia and across Canada.

We can investigate allegations involving harassment, bullying, discrimination, sexual harassment, workplace violence, serious misconduct, policy violations, conflicts of interest, internal fraud, human rights concerns and other employee complaints. We use structured investigative interviewing and evidence-gathering techniques, then provide a clear report outlining findings and, where appropriate, practical recommendations.

RCM Solutions can manage the investigation or support your internal management team. Learn more about our Employee Relations Consulting services.

Yes. RCM Solutions can help design practical performance management systems that focus on meaningful expectations, regular feedback and measurable results rather than relying only on an annual review.

We can help define performance expectations, review forms and processes, manager responsibilities, coaching practices and documentation so that the system is useful to both the business and employees.

A Performance Improvement Plan can be effective when its purpose is genuinely to clarify expectations and give the employee a reasonable opportunity to improve. RCM Solutions can help identify the performance gap, define measurable expectations, develop SMART goals, establish review milestones and coach the manager on how to deliver and manage the plan.

We also help ensure that the PIP is supported by clear documentation and fits within the organization’s broader performance management approach.

Managers often need support with difficult conversations, documentation, performance expectations and deciding when coaching should move to formal corrective action. RCM Solutions can provide practical tools, templates and manager coaching to help them respond consistently and confidently.

Support can include performance management, progressive discipline, investigation techniques, documentation, difficult conversations and broader leadership development.

Yes. RCM Solutions can help assess the facts and determine the most appropriate way to address workplace conflict. Depending on the situation, this may include manager coaching, facilitated conversations, conflict assessments, mediation support or a more formal issue-resolution process.

Our role is to provide an objective HR perspective and practical options. Management remains responsible for the final decision and any action taken.

Employers need to proceed carefully when employees are considering unionization. You can continue operating your business and communicating with employees, but your actions must comply with the applicable provincial or federal labour relations legislation and respect employees’ protected rights.

RCM Solutions can help you understand the labour relations process, identify potential risks, prepare managers and develop a practical communication approach. Where legal interpretation or representation is required, employment or labour counsel should also be involved.

Learn more about our Labour Relations Consulting services.

Once employees become unionized, management must adapt to a formal labour relations framework that includes the union’s role, applicable labour legislation and, once negotiated, the collective agreement.

RCM Solutions can help with first collective agreement preparation, collective bargaining strategy, management training, collective agreement administration, grievance handling, progressive discipline and ongoing union-management relations.

Our goal is to help employers establish a professional, practical labour relations approach that supports the operation while building a workable long-term relationship with the union.

Yes. RCM Solutions supports unionized employers with collective agreement interpretation, grievance assessment, response strategy, documentation and grievance meetings.

We can help management understand the language of the collective agreement, identify the operational and precedent implications of a grievance, and prepare a practical resolution strategy. For matters requiring legal representation or formal legal opinions, labour counsel should be engaged.

Learn more about our Labour Relations Consulting services.

Yes. RCM Solutions can support collective bargaining strategy and preparation, bargaining mandate development, costing and operational analysis, research, documentation and management preparation.

We can also assist with arbitration preparation by organizing the facts, documents, chronology, collective agreement language and management case strategy. Where legal representation is required, we can work alongside labour counsel and the management team.

Employee terminations should be planned carefully, handled professionally and supported by clear documentation. RCM Solutions can help employers prepare for the decision and the meeting, including documentation, termination letters, meeting planning, offboarding steps and manager preparation.

We can also attend or support termination meetings and help coordinate the HR aspects of post-termination matters. Because termination entitlements can involve legal issues, employment counsel should be consulted where legal advice is required.

Learn more about our Employee Relations Consulting services.

Workforce reductions require careful planning because the right approach depends on the jurisdiction, employment agreements, length of service, business circumstances and whether the workplace is unionized or non-unionized.

RCM Solutions can help with workforce planning, selection criteria, documentation, communication, calculations, termination or layoff meeting preparation, and implementation support. Where legal advice is required regarding severance, common-law notice or other legal obligations, we recommend involving qualified employment counsel.

A structured exit interview can provide useful information about why employees leave, what is working well and where recurring issues may exist. RCM Solutions can help design the questions, process and reporting so that the information can be compared over time.

We also recommend considering stay interviews for critical employees. Exit and stay interview data can help identify practical retention priorities before turnover becomes a larger business problem.

Yes. RCM Solutions can help startups and growing organizations develop practical HR policies, employment documentation and employee handbooks that reflect the business, workforce and applicable provincial requirements.

This can include offer letter and employment agreement templates, workplace conduct and harassment policies, remote or hybrid work policies, leave and attendance practices, performance management, progressive discipline, onboarding and other core HR processes.

Learn more about our HR Consulting services.

Yes. An HR audit can help identify gaps in policies, documentation, employment practices and HR processes before they become larger issues.

Depending on the scope, an audit may review employment standards practices, payroll and vacation administration, employee files, job descriptions, compensation practices, performance management, recruitment, onboarding, workplace policies, health and safety interfaces, and other HR systems. We then provide prioritized recommendations based on the findings.

Yes. RCM Solutions provides practical HR compliance support to help employers understand and improve the policies, processes and documentation that sit behind day-to-day employment practices.

Areas may include employment standards, statutory holiday and vacation practices, leaves, overtime, record-keeping, employee versus contractor issues, human rights considerations, workplace policies and termination processes. Requirements vary by jurisdiction, so the scope is tailored to the province and business involved.

RCM Solutions provides HR consulting, not legal advice. When a matter requires legal interpretation, litigation advice or legal representation, we recommend obtaining advice from qualified employment or labour counsel.

RCM Solutions monitors relevant HR, employment standards, labour relations and workplace developments and helps clients understand the practical impact on their policies, documentation and management practices.

Support can include policy updates, manager guidance, communication templates, process changes and implementation planning. The objective is to turn regulatory change into clear, practical actions for the business.

Yes. HR issues can materially affect a merger, acquisition or business integration. RCM Solutions can help review employee documentation, compensation and benefits, policies, collective agreements, workforce structure, people risks and integration priorities from an HR perspective.

We can also support workforce planning, communication, organizational design and post-transaction integration. Legal, tax and financial due diligence should continue to be handled by the appropriate professional advisers.

Yes. RCM Solutions can support the HR side of workplace health and safety, including policy development, manager responsibilities, incident and claims processes, stay-at-work or return-to-work practices, employee communication and coordination with the appropriate health and safety resources.

Occupational health and safety requirements vary by jurisdiction and industry. Where specialized safety expertise or regulatory interpretation is required, we can work alongside the employer’s safety professionals and other advisers.

Yes. RCM Solutions can help organizations think through the people and HR elements of business continuity, including emergency communication, remote work arrangements, payroll continuity, key-role succession, cross-training, employee support, return-to-work planning and leadership contingencies.

The goal is to make sure critical people processes continue to function during an operational disruption and that managers know how to communicate and make decisions consistently.

RCM Solutions can help employers improve or streamline their hiring process. Support can include resume screening, candidate shortlisting, structured interview design, competency-based and behavioural questions, reference checking and salary negotiation guidance.

Our focus is on building a practical, consistent selection process that helps managers make better hiring decisions and reduces avoidable rework.

Yes. RCM Solutions can help improve an existing onboarding process or build one from the ground up. This can include pre-start communication, new-hire documentation, first-day planning, role-specific training, manager checklists, probationary or early-stage performance expectations, and 30-60-90 day follow-up practices.

A clear onboarding process can help employees become productive faster while improving consistency and the overall employee experience.

Yes. We can create or update job descriptions and role profiles that clarify responsibilities, decision-making authority, required competencies and performance expectations.

Where appropriate, we can also help align job descriptions with recruitment, compensation, organizational structure and performance management so that the document is useful beyond the hiring process.

RCM Solutions can help create a structured interview and selection process that uses consistent competency-based and behavioural questions, defined evaluation criteria and practical scoring tools.

We can also coach managers on interviewing techniques or participate in interviews for key roles. The objective is to improve decision quality, consistency and documentation throughout the hiring process.

Yes. RCM Solutions can help employers clarify their Employee Value Proposition (EVP), improve career-page content, develop employee referral programs, use employee testimonials appropriately and strengthen the candidate experience.

Employer branding works best when the message reflects the actual workplace. We therefore connect talent-attraction efforts with onboarding, culture, manager practices and retention.

Employee retention usually improves when employers understand why people stay, why they leave and where management practices are creating friction. RCM Solutions can help use exit interviews, stay interviews, engagement data, manager feedback, compensation information and workforce trends to identify practical priorities.

Depending on the findings, actions may include manager development, career paths, internal mobility, compensation review, recognition, workload or scheduling changes, onboarding improvements or targeted retention plans for critical roles.

The right engagement strategy depends on what employees are experiencing and what the business is trying to improve. RCM Solutions can help design employee surveys, analyze engagement drivers, facilitate action planning and equip managers with practical tools to follow through.

Strategies may include stronger communication, recognition, development opportunities, manager accountability, clearer career paths and more consistent feedback practices.

Yes. Workplace culture is shaped by leadership behaviour, day-to-day management decisions, communication, policies, accountability and the employee experience. RCM Solutions can help assess the current culture, clarify desired behaviours and align HR practices with the culture the organization wants to build.

This may include manager development, values alignment, communication practices, onboarding, recognition, flexible-work practices and other targeted initiatives.

Yes. RCM Solutions can help employers assess practical, cost-conscious wellness options and make better use of programs already available through group benefits providers or Employee Assistance Programs (EAPs).

We can also support workplace communication, vendor selection and non-clinical training or awareness initiatives. Clinical, medical or psychological services should be provided by qualified health professionals.

Open communication starts with clear expectations, accessible leaders and consistent follow-through. Employers can strengthen trust by explaining decisions where appropriate, creating reliable channels for questions and feedback, and making sure managers respond to concerns respectfully and consistently.

RCM Solutions can help design communication practices, manager tools, employee feedback mechanisms and issue-resolution processes that fit your workplace.

Yes. RCM Solutions can help employers develop clear remote and hybrid work practices, including eligibility criteria, manager expectations, communication, onboarding, performance management, workplace safety considerations and documentation.

The goal is to create flexibility without losing accountability, productivity or connection to the organization.

Yes. Flexible work can include hybrid arrangements, compressed workweeks, flexible start and finish times, job sharing or other scheduling approaches, depending on the role and operational needs.

RCM Solutions can help assess which options are practical, develop policy language, clarify eligibility and expectations, establish manager guidelines and build performance measures that support accountability.

Yes. RCM Solutions can help employers review HR practices through a diversity, equity and inclusion lens and identify practical opportunities to strengthen fair and inclusive workplace practices.

Support may include policy review, recruitment and selection practices, manager education, workplace communication, employee feedback and other initiatives that fit the organization’s needs and obligations.

Yes. Recognition is most effective when it is timely, specific and connected to meaningful contributions or organizational values. RCM Solutions can help design practical recognition approaches such as peer-to-peer recognition, manager recognition, spot awards or broader programs.

We can also coach managers on how to recognize employees in a genuine and consistent way, so that the program supports engagement rather than becoming a mechanical exercise.

Yes. RCM Solutions can help growing businesses review or develop compensation structures that support internal consistency, market competitiveness and business affordability.

Depending on the project, this can include job structure, salary ranges, compensation benchmarking, pay practices, total rewards and support with the process of reviewing health, dental, retirement savings or other employee benefit options. Where specialized actuarial, insurance or legal advice is required, we work alongside the appropriate advisers.

Learn more about our HR Consulting services.

The most useful HR metrics are the ones connected to a real business question. Depending on your priorities, that may include turnover, absenteeism, time-to-hire, employee tenure, vacancy rates, engagement measures, overtime, training completion, performance outcomes or grievance trends.

RCM Solutions can help identify a small set of useful measures and create practical reporting or dashboards so managers can see trends and take action, rather than collecting data that is never used.

Talent development, succession planning and workforce planning work best when they start with the future needs of the business. RCM Solutions can help identify critical roles and capabilities, assess current talent, identify development gaps and build practical plans for succession and workforce readiness.

Support can include development plans, mentorship, career paths, job enrichment, succession frameworks and workforce planning tied to business growth.

RCM Solutions can help organizations assess the current structure, identify duplication or gaps, clarify roles and reporting relationships, and design a structure that better supports business objectives.

We can also support the people side of restructuring, including workforce planning, communication, manager preparation, change management and post-restructure stabilization. If the restructuring involves terminations or other legal issues, employment counsel should be consulted where appropriate.

Change is more likely to succeed when leaders understand who will be affected, what behaviour must change and how communication and implementation will be managed. RCM Solutions can help with stakeholder assessment, communication planning, manager preparation, implementation support and follow-through.

Our focus is practical change management that helps reduce confusion, resistance and disruption while keeping the business objective clear.

RCM Solutions can create and deliver customized workplace training based on the needs of the organization. Topics can include performance management, conducting performance reviews, difficult conversations, conflict resolution, workplace investigations, progressive discipline, coaching, talent development and other leadership competencies.

Training can be designed for managers, supervisors, leadership teams or frontline employees and can be delivered as a stand-alone session or as part of a broader HR initiative.