Explore our Case Studies to see how uptreeHR has helped businesses navigate their HR challenges and achieve success. From improving employee engagement to streamlining HR processes, these real-world examples highlight the impact of our tailored solutions. Discover how we’ve partnered with organizations to foster growth, reduce risks, and build strong teams.
Intervale Associates
A small non-profit wildlife conservation organization located in Corner Brook, NL.
Timeframe: 4 months
Read MoreEnfield Volunteer Fire Department
One of the largest volunteer fire departments in the province, with a combination of volunteers and paid staff.
Timeframe: 2 months
Read MoreDigital Nova Scotia
A non-profit industry association supporting Nova Scotia’s ICT and digital technologies sector.
Timeframe: Long-term, ongoing
Read MoreAnnapolis Valley First Nations
A vibrant and proud Mi’kmaq community in Annapolis Valley, Nova Scotia.
Timeframe: 2 months
Read MoreBreathing Green Solutions
Several Non-profits
Payzants Home Hardware
Home Hardware locations serving HRM, East Hants, Windsor, Hantsport and Sackville, New Brunswick.
Timeframe: 4 months
Read MorePete’s Frootique
Perennia
A provincial development agency supporting Nova Scotia’s agriculture, seafood, and food and beverage sectors.
Timeframe: 2 years
Read MoreIntervale Associates
Situation:
Since 2005, Intervale has been dedicated to preserving the natural habitats and species of Western Newfoundland and beyond. As the organization continued to expand, the need for a structured and mature HR function became critical to support further development and ensure the well-being of their employees.
Solution:
Intervale hired uptreeHR to enhance and formalize their HR operations over a period of four months. Our comprehensive approach included:
- Conducting employee engagement surveys and interviews, developing an action plan from the results, and an employer value proposition.
- Collaboratively developing company values that resonate with the team and are reflective of the current and desired culture.
- Developing a comprehensive employee policy manual to set expectations with employees and provided answers to frequently asked questions.
- Created new comprehensive employment agreements for each employee, providing clarity on employment terms for employees and compliance with provincial and federal regulations.
- Developed job descriptions for each role within the organization to provide clarity for employees and managers.
- Designed a performance evaluation review process to promote ongoing development, acknowledge employee contributions, and to provide feedback.
- Researching and presenting company group benefits plan options to provide employees.
Enfield Volunteer Fire Department
Situation:
EVFD required updates to various HR programs and documents, but with a workforce of mostly volunteers and leadership who also have full-time day jobs, there is not a lot of resources to have this work completed.
Solution:
uptreeHR Consultant, Michelle MacFadgen, worked with EVFD on the following to update their HR practices and provide clearer expectations for employees and volunteers.
- Developed a comprehensive employee policy manual for paid staff to clarify and set expectations.
- Created updated employment agreements for paid staff with clear employment terms and compliance to relevant regulations.
- Facilitated Respectful Workplace Training to all volunteers and employees to promote inclusivity, prevent harassment and discrimination, set clear reporting processes, and improving communication on the topic.
Digital Nova Scotia
Situation:
Digital Nova Scotia (DNS) is a member-based organization with a team of 25 passionate people who foster growth of the digital economy throughout the province.
While they were supported by HR expertise on their board during the startup stage, they have grown significantly and require more HR support for their team and the organization’s future growth.
Solution:
uptreeHR provides onsite support 1-2 days per week, supporting most functional areas of human resources, including but not limited to HR strategy, policy development, performance management, employee relations, management coaching, and process improvement. Under our HR Essentials plan, Digital Nova Scotia has on-demand access to a dedicated consultant.
Annapolis Valley First Nations
Situation:
AVFN had acquired a farm in rural Nova Scotia. The previous owners (3 brothers) were retiring but agreed to stay on for the season and participate in the recruitment process for their replacements.
Solution:
uptreeHR was engaged to conduct a needs assessment and determine the short- and long-term needs of the farm’s leadership team. We developed a strategy and began the search for a Farm Manager and Office Manager. The challenge of sourcing the required skillset and passion for farming lead to an inter-provincial search. In the end, both positions were hired, and the brothers were able exit the business gradually but effectively.
Breathing Green Solutions
Situation:
BGS was the first licensed cannabis producer in Nova Scotia. Heavily regulated under Health Canada the company wanted to ensure proper policy and standard operating procedures were in place immediately. They wanted to attract and retain the best talent, ensure there were growth opportunities for all employees and create a culture of inclusion, trust and quality of life.
Solution:
uptreeHR was engaged early on developing their first policy manual and hiring their first employee. We have been supporting BGS in all functional areas of HR since 2017. This includes strategic planning, recruitment, policy development, employment agreements, compensation program design, performance management and employee relations. We act as a contact for both management and employees.
Several Non-profits (Halifax Pride, Brigadoon Village, and others)
Situation:
Periodically, non-profit organizations will solicit performance feedback for the Executive Directors in accordance with their board and/or funding guidelines.
Solution:
The team at uptreeHR has developed a 360-process specific to non-profits and inclusive of all stakeholders. It includes the gathering of data through surveys and interviews, analyzing the data and providing a report summarizing the findings and recommendations for development. We have administered this process with non-profits throughout Nova Scotia with immense success.
Payzants Home Hardware
Situation:
The team at Payzants wanted to ensure that they were achieving internal equity as their organization continued to grow.
Solution:
Utilizing the Point Factor Method of job evaluation, the team at uptreeHR developed a job evaluation tool including point manual, scoring system, and recommended pay grades. This process involved several meetings facilitated by uptreeHR resulting in 32 positions (from cashier to CEO) being evaluated and graded by the evaluation team.
Pete’s Frootique
Situation:
Pete’s had recently been acquired by Sobey’s and had lost their HR Leader. They had 2 junior HR professionals on staff, both high potential employees. They needed a more senior resource on a temporary basis to provide strategic direction to the team, develop its members and determine next steps for the team.
Solution:
uptreeHR was engaged on a temporary basis to provide strategic leadership and coaching to the team. We were able to automate processes, implement new recruitment and retention strategies and provide the tools necessary for the team to become self-sufficient.
Perennia
Situation:
Perennia employed approximately 25-30 employees and was poised for growth. They were looking for fractional HR support to assist in their recruitment and performance management efforts.
Solution:
uptreeHR sat on the management team of Perennia and supported recruitment efforts of their organization as well as some of their clients. We implemented a balanced scorecard approach to performance management across the organization and developed several progressive policies. When their employee base close to doubled, we assisted in our final hire – their full time HR Manager.