Case Studies

Client Overview

SepsaMedha is a global manufacturer of power electronics and on-board systems for trains, subways, and streetcars. Established in 1963, the company has built a strong international presence and currently employs over 170 people worldwide, with U.S. operations based in New York.

The Challenge

A sudden vacancy in HR leadership left SepsaMedha in need of immediate operational support while also highlighting the need for strategic guidance to scale HR infrastructure in line with company growth. Key challenges included payroll continuity, employee onboarding and offboarding, benefits administration, recruitment of HR talent, and modernization of policies and procedures.

The Solution
A comprehensive HR support solution was implemented to ensure business continuity and lay the groundwork for long-term improvements. Key actions included:

• Payroll & Compliance: Immediate takeover and management of bi-weekly payroll, including review and correction of previous processing errors.

• Benefits Optimization: Reviewed and restructured benefit contribution models, aligning them with employee needs.

• Talent Acquisition: Supported the hiring process for a full-time in-house HR Generalist to restore internal HR leadership.

• Policy & Handbook Refresh: Led a full review and update of the employee handbook and key policies to ensure legal compliance and clarity.

• Strategic Partnership: Continued to provide strategic HR guidance, helping SepsaMedha align HR practices with organizational goals, while enhancing the employee experience.

The Results

• Payroll Accuracy Restored: Multiple payroll cycles were processed successfully, with corrections made to resolve existing discrepancies.
  
  

• Enhanced Employee Benefits: Implemented a revised benefits contribution scheme that doubled the employer’s contribution, enhancing overall compensation value.
  
  

• HR Talent Secured: Onboarded a qualified HR Generalist to ensure internal continuity and leadership within the HR function.
  
  

• Policy Modernization: Updated employee handbook and HR policies, promoting consistency and compliance.
  
  

• Improved HR Operations: Day-to-day HR operations stabilized, creating a stronger foundation for organizational growth.

Ongoing Support: Maintaining a long-term advisory role to guide HR initiatives.

Client Overview

From custom patios and walkways to lush gardens and healthy lawns, Church Hill Landscapes create outdoor spaces that bring people together. Their dedicated team of landscapers, designers, and craftsmen will transform a yard into a place where people can live.

The Challenge

As Church Hill Landscapes has grown to 21 employees, the team was feeling the pressure—both financially and from an HR workload standpoint. With a goal of reaching 28–30 employees, they were facing challenges in recruiting field labor and had to scale back operations to keep up. Managing performance feedback had become especially difficult: the current process took roughly two hours per employee and happened just once a year, which felt unsustainable. There was a strong desire to make feedback more frequent, growth-oriented, and comfortable for everyone involved. On top of that, compliance was an ongoing concern. The owners felt like they were being pulled too deeply into HR matters, often hearing things from employees they’d rather not be involved in, creating discomfort and role confusion.

The Solution

HR Happens provided immediate relief by leading all recruiting efforts for field labor, using targeted strategies to attract and retain the right candidates, updated job descriptions to align with the field work, created a comprehensive pay scale for all roles, developed performance development paths for key roles, and overall managed their Applicant Tracking System – conducting all prescreening efforts.

HRH will also introduce a performance feedback process— a more efficient, growth-focused system that allows for regular check-ins without the overwhelming time commitment. We have helped Church Hill Landscapes ensure compliance with employment laws and best practices, reducing risk and freeing the Business Manager from handling sensitive issues that fall outside their comfort zone. 

The Results

Church Hill has had several positive outcomes. Recruiting efforts have become more targeted and effective, hiring the right talent in the right roles. A streamlined, growth-oriented feedback system has reduced the time burden on managers while creating a culture of continuous development and accountability—boosting morale and retention. Compliance processes are more consistent and less stressful, minimizing risk and protecting the business. Most importantly, the owners have been able to refocus on their core responsibilities, while employee relations and HR concerns are being handled professionally and appropriately by HR Happens. Overall Church Hill Landscapes has grown their talent pool, with structures in place to support stronger team alignment and improved operational capacity.