HR tools built by a senior HR executive · United States
TrueStep HR practice library
Search the complete TrueStep HR library by situation, format, or industry. Every page shows the actual deliverable, exact contents, and price.
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.
See what hiring costs in full. The cost per hire, what open roles cost, how many recruiters your reqs need, and whether to use an agency or build in-house.
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.
Price what departures and absence actually cost you, all in. You get the all-in cost of a departure, and absence with the coverage ripple. It also prices open roles and what better retention is worth.
Size the reduction before you make it. The severance bill, the full one-time cost, the ongoing savings, and the payback period, with every assumption on the surface.
Run your team on a system you can hand to the next manager. You get the everyday manager moves done well, one-on-ones worth the time, feedback that lands, and documentation that protects everyone.
Run a review cycle that is fair across managers, consistent, and documented. You get the rating scale and the words for feedback, plus editable review and goal forms. A calibration step surfaces the outliers before ratings are final.
Define the role once and get everything downstream right. A job description built on essential functions, and an exempt or non-exempt call made on the three real tests.
Turn a signed offer into a confident, productive team member. Enter the start date and the workbook sets the review dates and the compliance deadlines.
Launch an employee referral program you can run and defend, without making up the rules as you go. It sets the bonus and the credit rules once, gives you the policy and the comms to launch it, and includes the tracker that shows what each referral costs and what it saves.
Keep the hires you have already won. Score who is about to go quiet. Send the right message at the right moment, from scripts that are ready to go. Keep interviews, manager feedback, and offers moving on a schedule.
Build a defensible pay structure and run a merit cycle against a budget, with the two tools large companies use to do both. Set one market anchor, and the Salary Band Builder builds your grades and places your people.
Put a real employee handbook in place for a small team. The foundation policies, the at-will language that protects you, and the few rules that carry real legal weight. No paying for a custom build, and no copying a stranger’s PDF.
Put every recurring HR deadline, posting, and record on one calendar with an owner and a date beside it. Run the audit once a year, and keep each record exactly as long as the rules require.
Put one written policy behind every AI tool that touches hiring or HR, and a risk check in front of it. Inventory the tools you use, then score each one Low, Medium, or High from five plain questions.
Handle a workplace concern the way a fair, defensible process should run, from the first report to a documented finding. You improvise none of the parts that carry legal weight. A guided system.
Handle a leave request or an accommodation the way a careful, defensible process should run, from the first conversation to a documented decision. No improvising the parts that carry legal weight. A guided system.
Make, document, and deliver a discipline or termination decision you can defend, without guessing through the hardest call you make.
Keep the people you would hate to lose, on purpose. Score who is most at risk and most costly to lose. Sit down with them while there is still time to act. Turn what you hear into commitments with an owner and a date.
Plan and run a workforce reduction you can stand behind. A defensible selection, the right notice, a respectful exit, and clear lines for when to bring in counsel.
A done-for-you starter HR system, the binder a seasoned HR manager would build in their first week, handed to you ready to use. Eleven files organized around the employee lifecycle give a team the structure it needs.
Track employee training, certification expirations, skills coverage, and training gaps in one Excel file. It answers three questions a list cannot: who is trained, what is expiring, and where one person is the only one who can do the job, with the status and the dashboard calculated for you.
Audit your own I-9 files and exempt classifications before someone else does. A form-by-form sweep against the current ICE categories, the 2026 salary-floor check, the duties test, and clear lines for when to bring in counsel.
Post job openings that meet every state pay-range rule that reaches you. Set a defensible good-faith range, carry the right elements in each state’s postings, keep the records, and track complaints, all in one place.
Put working governance around the AI in your hiring. A policy you adopt, notices candidates get before a tool runs, and vendors held to their audit results. Plus the four-fifths check run on your own numbers.
Handle a pregnancy or nursing accommodation the way the law now expects, from the first request to a documented decision you can stand behind. A policy to adopt, and a bilingual form that is also the record.
Get every publicly advertised Ontario posting right before it goes live. A ready-to-fill template with the required lines, plus copy-ready AI wording. A tracker checks the pay range and runs the 45-day and three-year clocks for you.
Plan the move from a 48-hour week to 40 without cutting pay. Size the coverage gap and the people to fill it, then model the overtime cost.
Prepare for the EU pay transparency directive end to end. Frame the rules, inventory the data, review pay against the 5% rule, and keep the country and legal trackers current, all in one toolkit.
Define equal work and work of equal value on objective criteria. Grade each role on the four factors, group roles of equal value, and review pay across the groups. So your pay decisions rest on a structure you can defend.
Post every EU role with a pay range you can defend. Build the range on objective criteria and carry the right wording in the ad. Then brief the recruiter and track each posting until it is ready, all in one pack.
Log every employee pay-information request, run the two-month clock, assemble a privacy-safe response, and keep the annual reminder on schedule. The pay-information right becomes a routine process rather than a scramble.
Inventory the AI behind your hiring and people decisions, and see what the EU AI Act treats as high-risk or banned outright. Put the oversight, the worker notice, and the records in place before you rely on a tool.
The EU pay transparency rules and the EU AI Act are arriving together. This bundle gives you every tool to organize the readiness work, document the decisions, and prepare for legal review. It comes in one place and in one order.
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.
Lead your team with a plan for the first 90 days and the words for the conversations most new managers avoid. The templates to run it are here too, all in one kit you keep.
Everything a new manager needs to lead a team well, in one place. You get the development assessment that shows where to focus, and the kits, scripts, and templates that build each area. One purchase, and the files are yours to keep.
The HR a company without a dedicated HR person needs first, assembled as one system for less than the cost of the parts. Five core kits cover operations, onboarding, pay, employee relations, and policy.
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.
The classification call decides whether the cheap option carries the largest bill in your program. Three tests, one worker, a documented risk read, and the agreements, with counsel checkpoints marked.
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.
The whole contingent labor decision, sequenced: model the cost, decide the hiring path, check the classification risk, fix the agency terms. Plus the one-pager that carries the answer upstairs.
Four workbooks, one question: what does this labor really cost. Burden first, then the contingent bill, then the overtime question, then the headcount plan.
Get WARN counting right the first time. The toolkit runs every window and reads every test as an exposure flag that routes to counsel. It drafts the notices, and never a clearance.
A reduction is three jobs: plan it defensibly, price it in full, and notice it lawfully. This system is all three, in the order they run, with the counsel checkpoints marked.
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.
Plan and run an operator’s first 90 days from one kit. The pre-boarding steps, a day one that holds up on the floor, and a safety orientation with a signed record.
The operating kit for the shift supervisor job. The playbook, the words for the hard floor conversations, and bilingual paperwork you can stand behind.
Replace gut feel with evidence. You get a real job description and a hands-on skills checklist that proves what a candidate can do. Then a structured interview with a score, and a bilingual application.
Track plant skills and certifications in one Excel file that does the math. A per-shift coverage view flags where you are below minimum.
Set plant pay the right way in one afternoon. You get salary bands for your salaried and indirect roles, plus shift differentials priced the way federal overtime law requires.
The five plant HR systems built to work together, plus the two tools that run them as one program. A 54-point plant HR audit tells you where to start. A 12-month calendar keeps the whole thing running.
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 a trades hire as a sequence you can repeat. That means a posting that pulls, a fifteen-minute screen, and a structured interview with a score.
Give the field leader the words and the paper trail. You get scripts for the five hardest jobsite conversations and incident forms in English and Spanish. One workbook keeps the crew record current in five minutes a week.
One register where days to expiration and status calculate on every row. A blocks-work flag pushes the cards that stop a job to the top.
Run the first ninety days of a field hire from one kit. A complete first day with no step missed, and the vehicle and tool paperwork most shops never put in place. A compliance tracker, and a thirty, sixty, ninety day ramp with check-ins.
Build a pay ladder technicians can see, and hold stay conversations on a cadence. Then decide the counteroffer before the resignation lands, using your own rates rather than scraped market data.
The six field toolkits are built to work together, and two tools run them as one program. A Contractor HR Audit Checklist tells you where to start. A Seasonal Staffing Planner sizes the crews against the work ahead.
Stand up real HR for a small practice in a weekend. The field guide explains what a practice manual needs, and the manual template is yours to adapt. The workbook tracks adoption, and the file setup guide gets the personnel files right.
Bring large-employer rigor to a small practice hire. You get complete job descriptions for the three core roles. You get a working interview run and paid the right way, and a credential file verified before the first patient day.
The five hardest conversations in a small practice, scripted word for word. They are paired with the alignment system that stops the doctor and the practice manager from undercutting each other.
Run a new hire’s first 90 days on purpose. A credential gate clears the first patient day, and a clinical track and a front office track carry the plan.
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 five practice toolkits are built to work together, and two tools run them as one program. A Practice HR Self Audit tells you where to start. An Annual HR Calendar for Practices keeps the year on track. One license covers everything.
The exact words for twenty-six hard conversations, with the replies for what people say back. A planner preps each one in ten minutes, and a log keeps the record and flags the follow-up.
Hire caregivers with large-employer rigor. You get a hiring field guide, a scorecard and pipeline tracker, and the scripts and templates for every step from screen to offer.
Run a new caregiver's first 90 days on purpose. You get a structured plan, check-ins at 30, 60, and 90 days, and the stay conversations that surface a problem before the resignation.
The call-off intake, the coverage workbook that answers who takes the shift, and the scripts for the conversations that follow a pattern.
The pay math field guide, the workbook that models wages against your bill rates, and the scripts for raise and retention conversations.
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.
Every credential, training hour, and renewal date in one tracker, with the field guide and the scripts for the expiring-credential conversation.
The six caregiver toolkits built to work together, with the system Start Here that runs them in order, under one license.
Your team decides how safe it is to speak up by watching what happens to the last person who did. This kit works on exactly that mechanism. It is the manager operating manual for a team that raises problems early and still holds a high bar.
The cost of a conflict is set by the handling, not by the disagreement. This kit works on exactly that: the working manual for raising issues early and staying steady under heat.
Hold your schedule by holding your people. This is the working manual for a schedule that survives the call-out and hiring that holds through the first year.
The paper layer for a small clinic, installed in one focused month. You get the files, the written policies, the hiring pack, and the onboarding tracks. Trackers keep all of it current.
Hold your shifts by holding your people. This is the working manual for a shift plan that survives the call-out wave, and a points system enforced evenly.
Keep the crew together and the schedule holds. This is the working manual for a two-week look-ahead that survives the no-show morning.
Hire techs with large-employer rigor. You get the hiring field guide, a scorecard and pipeline tracker, and the scripts and templates for every step from screen to offer.
Run a new tech's first year on purpose. You get the 30, 60, and 90 day plan, a first-year tracker, and the check-in scripts that surface a problem before the resignation.
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.
Every license, certification, and renewal date in one tracker, with the field guide and the scripts for the expiring-credential conversation.
The six tech toolkits built to work together, with the system Start Here that runs them in order, under one license.
Your free Dental Practice Manager assessment told you how you tend to manage across six core areas of running a practice. This guide turns that into a plan, built from your own results.
Your free EQ at Work assessment gave you a two-stream read. It covers how you handle real situations, how you see yourself, and the gap between the two. This guide turns that into a plan, built from your own results.
Your free Manufacturing Frontline Leadership assessment told you how you tend to lead across six core areas of running a floor. This guide turns that into a plan, built from your own results.
Your free Manufacturing Manager assessment told you how you tend to lead across seven core areas of running a floor. This guide turns that into a plan, built from your own results.
Your free New Manager Profile told you how you tend to lead across six core areas. This workbook turns that into a plan, built from your own results.
Learn HR from the inside and walk into the interview ready. Six role simulations give you a readiness profile from the calls you make, with a playbook for each role.
Your free profile told you how you tend to work. This workbook turns that into a plan, built from your own scores. Inside are your strengths, your growth edges, and the specific moves that suit the way you scored.
Your own trait profile leaks into your team every day: how you delegate, give feedback, handle conflict, and make the call. This pack is built from your Work Style Profile results.
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