HR tools built by a senior HR executive · United States
TrueStep HR practice library
Editable workbooks that put a defensible number on labor cost, staffing, hiring, turnover, pay, and workforce decisions.
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.
Build the real cost of losing one employee from the ground up. Enter the salaries of the people involved and your time and cost assumptions.
Build your real cost to fill a role on the SHRM and ANSI standard. Enter your external recruiting spend and the recruiter and hiring manager hours. The workbook prices the staff time most teams miss.
Put a number on the cost of leaving a role open. Enter each role’s salary, the value it produces, and the days it has been open, and the workbook returns the net cost of the vacancy, the cost across every open role, and what hiring faster would save.
See what open roles cost you in a year, and what you save by filling them faster or keeping people longer. Enter your headcount, turnover, and time to fill, and this Excel workbook returns the annual vacancy cost, the average seats empty at any moment, and the saving from each lever.
Put a number on what unplanned absence costs your business. Enter each department’s headcount, pay, and absence days.
Run a no-fault point system for a whole team in one file. Set the policy once and log each occurrence.
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.
Size the recruiting team your pipeline needs. Enter your open reqs by complexity and your current team. The planner returns the recruiters you need and who on the roster is over or under capacity.
Compare the cost of an in-house recruiter against agency fees across your real hiring plan. Set the recruiter’s loaded cost and capacity, list the roles you hire by group and agency rate, and the workbook returns the all-agency cost, the in-house scenario, and the annual saving from building in-house at your volume.
See what a new hire costs you before they reach full output, and what a faster ramp would save. Enter the salary, ramp time, and day-one productivity.
See whether a training program earns back more than it costs, and by how much. Enter the cost, the hours, and the productivity gain you expect.
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.
Turn market pay data into a working salary structure. Set one anchor, a progression, and a spread. The workbook builds every grade’s minimum, midpoint, and maximum, then shows where each of your people sits against their range.
Run a merit cycle on performance and where each person sits in their range, not a flat percent. Set your matrix, enter your people, and the workbook returns each raise, the cost, and a check against your budget.
Pressure-test one promotion before you commit to it. Enter the current salary, the new grade and its range, the proposed pay, and what peers already earn, and the workbook shows the size of the raise, where it lands in the new range, how it compares to peers, and what it costs in the first year.
Screen two groups for a pay gap in three steps. One Excel workbook takes your pay data and returns a clear read. A PDF guide walks the method, so you can defend the answer.
Plan severance for a whole reduction in one file. Set your weeks-per-year policy once and list everyone affected. The workbook totals each package and the cost across the group, with accrued time off, benefits, and outplacement on top.
Run an employee referral program end to end in one spreadsheet. Set your bonus rules once, and log every referral as it moves from submitted to hired. Track each bonus to its payout date.
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.
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