Sheryl L. Bredeson

How Much Do Outplacement Services Cost? These services can range anywhere from a few hundred dollars per employee for basic digital support to $10,000+ per employee for executive-level programs. Most standard professional outplacement programs typically fall somewhere between roughly $1,000–$3,000 per employee depending on the level of coaching, duration of support, and technology included. In general, basic or digital outplacement programs often range from $250–$1,000 per employee. Mid-level professional programs commonly range from $1,000–$4,000 per employee. Executive outplacement can range from $5,000–$20,000+ per employee depending on the provider and level of personalization Pricing also varies based on: - Coaching access - Program length - AI and technology tools - Resume and LinkedIn support - Group vs. one-on-one coaching - Employee seniority - Contract structure and minimum commitments In our experience working with employers through TurboTransitions, one of the biggest misconceptions about outplacement pricing is that the most expensive provider automatically delivers the best experience. Many companies (especially small and mid-sized employers) are really looking for practical, modern career transition support that employees will actually use, not necessarily a massive enterprise consulting engagement. I’d also strongly recommend employers pay attention to hidden fees and contract structures. Some providers add setup fees, minimum seat requirements, coaching add-ons, or long-term retainers that are not always obvious upfront. Transparent pricing and flexibility matter much more than many HR teams initially realize during workforce transitions. Simply Put: Pricing is like booking a flight. You can buy a Basic Economy ticket (just the digital tools), a Standard ticket (tools plus a coach), or First Class (high-touch executive coaching). You’re paying for the level of "service" and "baggage" support the employee needs to reach their next destination. #OutplacementDecoded #Outplacement #CareerTransition #HR #Layoffs #HRLeadership #TalentManagement #FutureOfWork

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I am beyond excited to be speaking at this year's Frederick County Society of Human Resources Management (FCSHRM) conference on 5/14! As an attendee the past few years, I found all of the sessions extremely valuable. I'm looking forward to sharing my insights on attracting, hiring, and retaining talent. If you're a business struggling to attract, hire, or retain your talent, you're not going to want to miss my session.

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“In the business world, there’s fast growth—and then there’s OuterBox growth.” That’s just one great line from Paylocity's case study featuring Desiree Papadimitriou, OuterBox’s Director of HR. When we needed an HR platform that could scale with our fast-growing agency, Paylocity ensured implementation timelines were met and supported our growing workforce. See how OuterBox is fueling smarter growth with scalable HR tech: https://ow.ly/KqBP50WbYWE

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How Is Your Company Attracting—and Keeping—High-Performance Leaders? Top talent won’t settle for average—your strategy needs to speak their language, or they’ll move on. Jeff Zwiefel Life Time Inc.

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Professional development should be both practical and impactful. Earning recertification credits while gaining relevant, real-world insight makes this conference an investment in both compliance and leadership growth. #HRLeadership #ProfessionalDevelopment #SHRM #HRCI

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❓ What happens when non-profit HR teams are expected to do more… with less? ⚖️ Balancing employee benefits costs while maintaining quality isn’t just difficult, it’s a constant push and pull between board members, donors and government oversight. 💡 There’s no one-size-fits-all answer. But there are smarter ways forward. 🗣️ In her byline for BenefitsPRO, Kate Hubben, MPA, CSFS, vice president at NFP, breaks down three practical ways organizations can rethink their approach to benefits, from pharmacy strategy to self-funding to treating wellness as a form of stewardship. 🔗 Find out what non-profits should be doing differently: https://lnkd.in/eAzMzBqW #NFP #Insurance #HR #EmployeeBenefits #EmployeeHealthCare

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New LinkedIn Series: HR Audit Top 10 Issues Issue #1: FLSA - The Salary (Exempt) Default Organizations traditionally default to automatically assuming employees are exempt and should be paid a salary, however, this should not be the default. The Fair Labor Standards Act requires that all employees must be paid hourly for all hours worked and time and a half for hours worked over 40. Unless, however, the position qualifies for an EXEMPTION from the FLSA requirements. The exemption terminology used by the FLSA highlights the FLSA's intent that all positions are non-exempt (paid hourly and entitled to OT), unless you qualify for an exemption. Why does this matter so much? The penalties for misclassification can be tremendous as you can imagine the amount of unpaid OT that could be owed, along with interest and additional penalties! What to do? Work with your legal counsel to review your positions and ensure that each position at your company is properly classified. A link to the DOL's exemption categories provided below. #employeerelationsconsulting #employmentlaw #employeerelations #hrcompliance #hrcompliancetraining #wageandhour https://lnkd.in/e5_bNpwy

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It’s not just a title—it’s about control, independence, and risk. Misclassification can be costly. Worker classification continues to be one of the most common (and costly) compliance mistakes. The IRS and Department of Labor look at several factors when determining whether someone is truly an independent contractor—including control, financial independence, and the nature of the relationship. If you’re telling someone when to work, how to do their job, and providing the tools—they may not be a contractor. Misclassification can lead to back wages, penalties, and tax exposure. Taking the time to properly classify workers from the start protects your business long-term. 📚 Source: IRS & U.S. Department of Labor – Worker Classification Guidance

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What does it mean to partner with a professional employment organization and how can a PEO help SMBs looking for HR admin support? PEOs follow a co-employment model that balances responsibility and support. This means that business owners maintain control of business decisions and stay in charge of the company’s direction. The PEO handles HR administrative tasks and provides guidance and resources when HR-related issues arise. Learn how HR outsourcing can alleviate administrative burdens, allowing you to prioritize strategic business objectives: https://lnkd.in/gMt26qGJ #PEO #HROutsourcing #HumanResources #HRThatMakesADifference

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Outplacement services are becoming a key element of responsible offboarding strategies. With thoughtful planning and career transition tools, businesses can uphold their values even during workforce reductions. This article breaks down the benefits of putting people first, even at the end of employment. 🔗https://lnkd.in/gNAcpku3 #CareerTransition #OutplacementBenefits #HRBestPractices

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HR compliance mistakes drain budgets and increase risk. Pay transparency slipups, I-9 errors, outdated posters, missed reports. Each one can trigger real penalties and even put contracts at risk. You should not have to manage that level of complexity alone. OutSolve gives employers expert guidance, smart tech, and a clear path to staying audit ready. If HR compliance is on your plate, this blog is worth your time. Strengthen your processes. Protect your organization. Stay ahead of rising enforcement. Read the blog and level up your compliance strategy today. https://hubs.ly/Q03XsYJl0 #HRCompliance #PayTransparency #I9Compliance #EEO1 #VETS4212 #AffirmativeAction #LaborLawPosters #HRStrategy

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This recent article from the SHRM Quarterly highlights the importance of going well beyond the resume in your hiring selection processes. It points out the usefullness (and importance) of cognitive and behavioral assessments in the hiring process. As a certified Predictive Index consultant, I can bring these tools to your organization. https://lnkd.in/e7QAKWYv

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⏰ End-of-Year HR Reminder Before December 31 hits… Ask yourself: ✔️ Are employee classifications still correct? ✔️ Did bonuses or commissions impact overtime? ✔️ Are PTO carryover & payout rules compliant? ✔️ Are required notices & postings up to date? ✔️ Has your handbook kept up with law changes? ✔️ Are I-9s and personnel files audit-ready? Because January fines don’t care that you were “busy.” Close the year clean. 📅💜 Close the year clean — and start the next one confident. Need help with a confidence boost? https://lnkd.in/gbjbmdMC #HumanResources #HRCompliance #SmallBusinessTips #BusinessOwners #HRChecklist #ComplianceMatters #EndOfYearPrep #HRBestPractices #WorkplaceCompliance #PeopleOperations

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Hiring may be active, but it is far more deliberate. Organizations are prioritizing compliance, specialization, and cultural alignment as risk‑management and stability‑building measures. The strongest teams are built when hiring decisions are made with long‑term impact in mind. TalentSource Solutions LLC #ExecutiveSearch #LeadershipHiring #TalentStrategy #BoardLevel #HoustonBusiness

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𝗧𝗵𝗶𝘀 𝗪𝗲𝗲𝗸 𝗶𝗻 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀: 𝗠𝗮𝘆 𝟮𝟱–𝟯𝟬, 𝟮𝟬𝟮𝟱 A short week—but not short on developments. Here are three headlines with significant implications for how we manage risk, trust, and workplace culture. 🛑 𝗙𝗲𝗱𝗲𝗿𝗮𝗹 𝗖𝗼𝘂𝗿𝘁 𝗣𝗮𝗿𝘁𝗶𝗮𝗹𝗹𝘆 𝗕𝗹𝗼𝗰𝗸𝘀 𝗘𝗘𝗢𝗖’𝘀 𝗛𝗮𝗿𝗮𝘀𝘀𝗺𝗲𝗻𝘁 𝗚𝘂𝗶𝗱𝗮𝗻𝗰𝗲 A Texas federal judge vacated sections of the EEOC's updated harassment guidance that expanded Title VII protections to include sexual orientation and gender identity. The rest of the guidance remains in effect, but this challenge may signal future pushback. → 𝗘𝗥 𝗜𝗻𝘀𝗶𝗴𝗵𝘁: This ruling may create confusion and concern for employees who already feel vulnerable. Beyond compliance, it’s about safety and trust—two cornerstones of a respectful workplace. Reaffirm your values internally, and ensure everyone knows how to report issues and get support. 📉 𝗙𝗼𝘂𝗿 𝗗𝗮𝘆𝘀, 𝗙𝘂𝗹𝗹 𝗣𝗮𝘆? 𝗧𝗵𝗲 𝗥𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝗦𝗮𝘆𝘀 𝗜𝘁 𝗪𝗼𝗿𝗸𝘀 (𝗦𝗼𝗺𝗲𝘁𝗶𝗺𝗲𝘀) A new study of 61 U.K. organizations that adopted a four-day workweek found big benefits: lower turnover, improved well-being, and stable (or improved) productivity. The majority kept the model even after the trial ended. → 𝗘𝗥 𝗜𝗻𝘀𝗶𝗴𝗵𝘁: We’re not all moving to four-day weeks tomorrow—but this research reminds us how quickly norms can shift (remember when remote work was a perk?). As employee expectations evolve, ER leaders should be ready to advise on the trust, equity, and policy implications of how work gets done, not just where or when. ��� 𝗠𝘂𝗴 𝗧𝗵𝗲𝗳𝘁, 𝗥𝗲𝘀𝗲𝗻𝘁𝗺𝗲𝗻𝘁 & 𝗮 𝗖𝗮𝘂𝘁𝗶𝗼𝗻𝗮𝗿𝘆 𝗧𝗮𝗹𝗲 𝗳𝗿𝗼𝗺 𝗔𝗰𝗿𝗼𝘀𝘀 𝘁𝗵𝗲 𝗣𝗼𝗻𝗱 A UK employment tribunal has ruled that an employee who accused colleagues of stealing her mug—and then took the complaint public—was fairly dismissed for creating “tension and resentment” in the workplace. While the case involved a personal item, it unraveled deeper trust and behavioral issues within the team. → 𝗘𝗥 𝗜𝗻𝘀𝗶��𝗵𝘁: It’s rarely just about a mug. When small issues go unresolved—or when responses aren’t guided by clear policies—they can escalate into workplace culture problems. Encourage early reporting, coach managers on how to mediate low-level conflict, and ensure employees feel heard before things boil over. 📌 I’ve compiled the article links here : https://lnkd.in/efbJSTDd ❓ What stands out to you from this week’s employee relations news? #EmployeeRelations #WorkplaceCulture #HRInsights #EEOC #FourDayWorkweek HR Acuity

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The staffing industry is often the first signal of where the labor market is headed. Seeing Staffing Industry Analysts post is an encouraging start to the year for workforce solutions firms. From our vantage point in the field, here’s what this confirms: ✔️ Demand is stabilizing ✔️ Employers are moving forward — cautiously, but forward ✔️ Temporary staffing remains a leading indicator of broader hiring momentum For those of us building teams, supporting manufacturers, and partnering with growing companies, this isn’t just data… it’s direction. Optimistic about what’s ahead! #labormarket #economy #staffing #jobs #employment

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Looking to make a strong impression in your next interview? In this short video, Thermo Fisher recruiters Meline, Leilani, and Dawn share practical advice to help candidates stand out. From preparing the right questions to showing genuine interest in the role and team. Their insights are a reminder that interviews aren’t just about answering questions, they’re about asking the right ones too. 🎥 Watch now to hear how you can show up informed, confident, and ready to connect. 👉 Check out more interview tips here: https://bit.ly/4kwkcH1 #LifeAtThermoFisher #CareerTips #ScienceOfHiring #InterviewPrep #ThermoFisherCareers

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An important goal for Human Resources is to ensure that managers are trained in the performance review process. Managers need to be coaches and conduct quality performance reviews that challenge their staff to ensure that a creative and innovative work environment is maintained. Given that so many team members are working remotely holding people accountable and communicating the goals of the organization by sharing the strategy for the future is even more important today. To learn more about a recommended approach with respect to the performance review process please go to our latest blog at: https://lnkd.in/gasn7dU

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