HR tools built by a senior HR executive · United States
TrueStep HR practice library
Calculate the true cost of work, compare staffing choices, and take workforce decisions into a budget conversation with the assumptions visible.
See what an employee costs in full, not just the salary. The workbook adds payroll taxes, benefits, workers’ comp, paid time off, and overhead. It then gives you the fully loaded annual cost, the cost per month, and the real hourly rate.
Turn a salary into the number you can price and bid against: the fully burdened hourly cost and the multiplier on base pay. Set each employer cost, and the workbook divides the all-in cost across the productive hours you really get.
Put a number on what unplanned absence costs your business. Enter each department’s headcount, pay, and absence days.
Turn each team’s workload into the headcount you need. Enter annual volume and current staff.
Turn the coverage you have to provide into the headcount it takes to staff it. Set time off once and list each post.
Weigh the cost of covering a recurring overload with overtime against the fully loaded cost of adding a person. Enter the extra hours per week and the pay rates. Then set the benefits load and the one-time cost to hire.
See how your HR team stacks up against the typical ratio for your size. Enter your headcount and HR staff. And the workbook returns your HR-to-employee ratio, the gap to a target you set, and what your HR function costs per employee.
See how many direct reports each manager carries, on average, and what reshaping your structure would do to management cost. Enter your headcount and manager count.
Plan the staffing with numbers you can defend. How many people the workload needs, how many cover the posts, whether to hire or run overtime, and what an hour really costs.
Every TrueStep HR kit and analytics pack in one place, organized across the full employee lifecycle, from the first job posting to the last day. Built for the people who carry the HR load.
Answer the question finance keeps asking: should these agency workers be on our payroll, and what would we save. Four options side by side, on your numbers, with every default sourced.
Convert now, ride to the waiver, or pay the placement fee: the workbook turns the trial-to-hire call into a number you can defend.
Contingent workers sit outside the HRIS, so nobody owns the number. This tracker is the roster, the spend view, and the early-warning flags in one file.
Walk into the agency conversation with the numbers already in hand. The kit gives you the agreement, the policy, and the scorecard. Sourced benchmarks let you challenge a quote.
Four workbooks, one question: what does this labor really cost. Burden first, then the contingent bill, then the overtime question, then the headcount plan.
Put one defensible attendance standard on the floor. A points policy you adopt, a tracker that does the math, and the conversations word for word.
Put one attendance standard across every crew. A points tracker rolls up by crew and by foreman, and a weather-day occurrence type is built in. A missed mandatory jobsite start type is defined and counted.
Run coverage, PTO, and short-notice absences on one workbook. An attendance point engine carried over from a product already selling, plus three planning tabs built for the chair.
The call-off intake, the coverage workbook that answers who takes the shift, and the scripts for the conversations that follow a pattern.
Open-formula Excel that prices a departure at your rates, totals a year at your roster, and shows the savings at a target retention rate.
The dispatch coverage workbook, the on-call rotation that survives the busy season, and the scripts for the call-off conversations that follow a pattern.
The pay math field guide and the workbook that models spiffs, commissions, drive time, and raise breakevens against billed-hour economics.
Open-formula Excel that prices an empty truck day and a full departure at your rates. The departure log and reason ranking tell you what to fix first.
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