Need a “People Plan” for 2017?



Let Premier HR Solutions help you grow your emerging business in 2017.

We provide:

  • Senior HR leadership at an affordable cost
  • Discreet guidance and customized solutions
  • Expertise in direct hire and contract recruiting


Premier HR Solutions provides a variety of valuable HR services to emerging companies. If your company is seeking HR solutions that are similar to any of these, then call us today for a free consultation:

  • Is your company struggling to keep up with your business growth?
  • Is your talent pool a roadblock for reaching your business goals?
  • Do you need assistance with recruiting or developing a recruiting strategy?
  • Are you unsure of how your company is complying with federal and state employment regulations?
  • How does your employee compensation compare to the current market? Are you paying your employees too much or not enough?
  • Are you starting a business and need HR advice, but not needing to hire a full-time resource?
  • Once we have your programs established, we will train your employees how to maintain them without the large overhead cost associated with senior HR management.

Premier HR Solutions For Any Size Business

Premier HR Solutions is a HR consulting firm serving small to medium size businesses. The company specializes in working with business owners to provide solutions to their human resource needs.

Why Choose Us?

We can provide senior HR leadership without the high cost of employing a full-time senior HR professional. We’ll become a member of your team offering discreet guidance and customized solutions. We’re not here to judge you or your problems, just to give you and your team a plan and resolutions. No project is too big or small for our experienced team of HR advisors.

Premier HR Solutions would love to hear from you.  Contact Scholley Bubenik at 512-799-7418 or email her at


What does your company need from its HR Business Partner?

man drawing business conceptYour HR consultant should be perceived as one of your strategic business partners, not just an administrator who manages paperwork and new hires.

As your strategic business partner, your HR consultant needs to understand your company’s goals and the talent resources that are required to achieve these goals quickly. Determining the exact number of resources in every area to execute on the strategy and maintain balance across the organization is crucial when it relates to making a profit.

Finding the right employees is also a must. A valuable HR business partner doesn’t just post jobs and fill them. They understand the company and seek to find the top talent and the “industry stars”. Knowing how to compete in today’s war on talent is also essential.

Along with attracting top talent and making exceptional hires, your HR business partner should successfully articulate your company’s history, culture and the job expectations to the new hires. Equally important is developing and implementing the proper job-specific training needed so that the new hire can contribute quickly. Empowering employees through career development training programs are also key strategies that your HR Business Partner should be developing that result in increased employee retention.

These are just a few examples of how Your HR Business Partner should be engaging with your executive team. What strategies do you have implemented?

As Your Premier HR Business Partner, Premier HR Solutions can provide a variety of services to deliver the results your emerging business requires. Contact us for a virtual meeting to discuss your human resource strategies.

Scholley Bubenik (512) 799-7418

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Independent Contractor versus Employee- Know the Facts

A common mistake of many business owners is classifying employees as independent contractors.  This can result in a large tax liability for the employer.

I have always said, If it looks like a duck, quacks like a duck and swims like a duck, then it is probably a duck.”  Chances are that if you have independent contractors who seem like they are employees, they may be misclassified.  How do you classify your employees accurately and protect your business from back payroll tax, interests and stiff penalties? Consider this IRS 20 Factor Test to determine who has control over the work being done.


  1. Instructions- Workers who are required to comply with others’ instructions about when, where, and how they are to work are ordinarily employees.
  2. Training- Training workers indicates that employers exercise control over the means by which results are accomplished.
  3. Integration- When the success or continuation of a business depends on the performance of certain services, the workers performing those services are subject to a certain amount of control by the owners of the businesses.
  4. Services rendered personally- If services must be rendered personally, employers control both the means and the results of the work.
  5. Hiring, supervising, and paying assistants– Control is exercised if employers hire, supervise, and pay assistants.
  6. Continuing relationships- Continuing relationships between workers and employers indicate that employer employee relationships exist.
  7. Set hours of work- The establishment of set hours of work by employers indicates control.
  8. Full-time required- If workers must devote full time to employers’ businesses, employers have control over workers’ time. Independent contractors are free to work when and for whom they choose.
  9. Doing work on employers’ premises- Control is indicated if the work is performed on employers’ premises.
  10. Order or sequences set- Control is indicated if workers are not free to choose their own patterns of work but must perform services in the sequences set by the employers.
  11. Oral or written reports- Control is indicated if workers must submit regular oral or written reports to employers.
  12. Payment by hour, week, or month- This points to employer-employee relationships, provided that this method of payment is not just a convenient way of paying a lump sum agreed on as the cost of a job. Independent contractors are usually paid by the job or on straight commission.
  13. Payment of business and/or traveling expense- Employers paying workers’ expenses of this nature shows that employer-employee relationships usually exist.
  14. Furnishing tools and materials- If employers furnish significant tools, materials, and other equipment, employer-employee relationships usually exist.
  15. Significant investments- Workers are independent contractors if they invest in facilities that are not typically maintained by employees (such as an office rented at fair market value from an unrelated party). Employees depend on employers for such facilities.
  16. Realization of profits or losses- Workers who can realize profits or losses (in addition to profits or losses ordinarily realized by employees) they are independent contractors. Workers who cannot are generally employees.
  17. Working for more than one firm at a time- If workers perform services for a number of unrelated persons at the same time, they are usually independent contractors.
  18. Making services available to the general public- Workers are usually independent contractors if they make their services available to the general public on a regular and consistent basis.
  19. Right to discharge- The right of employers to discharge workers indicates that the workers are employees.
  20. Right to terminate- Workers are employees if they have the right to end their relationships with their principals at any time without incurring liability., and pay assistants.

Premier HR Solutions is an HR Consulting Firm located in Austin, Texas providing HR consulting services to small and medium size businesses.  For additional information or assistance with HR consulting, recruiting or customized training contact us at or Scholley Bubenik, managing partner at

Getting it Right the First Time

How much is recruiting costing your bottom line?  Experts claim that employee turnover can cost you between 25-50% of the employee salaries. According to Forbes, US corporations spend nearly $72 billion each year on a variety of recruiting services, staff, and products – and the worldwide number is likely three times bigger. Businesses spend on average $3,300 per hire on recruiting and this cost has increased 6% since last year. So getting it right the first time is essential to keeping your recruiting cost down overall. Most of us recall a time when we hired what we thought was a perfect candidate to find out that the person that reported to work that first day was an imposter.  Hiring managers and human resource professionals often find themselves scratching their head and asking, “How did I miss that?” and “Where is the person I interviewed for this job?”

Nothing is fool proof, but developing a recruiting strategy that encompasses several dimensions can be quite successful.  I refer to this method as “Right Sourcing”.  Right Sourcing is a Systematic approach to recruiting and selecting the right candidate based on assessing three areas:

  1. Job Requirements- Does the candidate have the technical skills, qualifications, education and job experience required of the position?  This is fairly basic and the most common approach to recruiting.  Reviewing the candidates resume and responses in the interview process and comparing this information to the job description is the basis of this strategy.  Most hiring managers stop here and base their selection on this sole dimension.
  1. Personality dimensions- What type of personality traits and emotional intelligence does the candidate portray and how does it relate to the position?  There are many different assessments that can be used to identify personality traits and emotional intelligence.  The costs range in price, but typically you can locate one for a reasonable cost.  I advise employers that it is better to spend a little extra in the process to ensure you make the right selection.  The challenge here, however is to commit to using this information obtained from the assessment.  If you are going to hire a candidate regardless of the assessment, it may be a waste of your resources.  I recall an incident where the hiring manager ignored the results of the assessment and hired the candidate anyway for a supervisory role.  The newly hired supervisor struggled in his new position and the operations of the department suffered greatly.  After this incident, I began administering the assessment prior to the hiring manager interview and refrained from presenting candidates who did not meet the “personality fit” of the position.
  1. Cultural Fit- How well will the candidate adapt and perform within the company and their team based on the culture and personalities within the team?   Knowing the culture of not only the organization, but the department and the personality of the manager or supervisor is very important. Behavioral interview questions are very useful in this area and a way to evaluate a cultural fit.  For example, if the manager is a micromanager, then selecting an employee who is autonomous and unaccustomed to this work environment would be a poor choice.  Another example, if the company is a start-up company, hiring employees who are flexible,  who will adapt quickly and take on new roles as the company grows and changes is very important.

Regardless of what approach you use for recruiting and selection, collecting and obtaining information from multiple sources can only increase your odds of getting it right.  Wouldn’t you rather spend the time and energy upfront during the selection process than dealing with the issues regarding a poor hire?

For additional information regarding recruiting services, human resource consulting and training and development projects, contact Scholley Bubenik at Premier HR Solutions LLC is a full service human resource consulting firm located in Austin Texas serving business throughout the US.  Visit us as or follow us on LinkedIn-


To Text or Not To Text…When is it appropriate to text in the workplace?

Businessman TextingTexting has invaded our workplace and is most likely here to stay.  It’s a form of communication that allows us to stay connected to family, friends and the world and something that we have grown accustom to doing.  But how is it impacting your company?  I once witnessed a manager texting during a meeting and in front of the CEO.  I asked myself, “Does she really not know this is inappropriate?” So before you go texting, you may want to consider some of these suggestions.

Meetings and Presentations: First consider this, how do you feel about someone who continuously talks to a coworker during a meeting?  Most of you would find this unprofessional conduct.  So think of texting in that same way and you can understand how texting is not appropriate and may seem rude.  At meetings, we are expected to focus on the person conducting the meeting and give our full attention.  Therefore you don’t want to appear uninterested or disrespectful.  Even reading under the table is viewed as unprofessional.  If you are expecting an important text, excuse yourself from the meeting and take it in a private place.

At your workstation:  Many companies allow cell phones in the workplace.  However, most managers would agree that texting and cell phone use is perceived as a distraction and decreases productivity.  Limit texting at your workstation and keep your phone on silent to avoid disrupting others.  As with personal phone calls, texting is more suitable during breaks and lunch.  Ask your friends and family to avoid texting you during your peak work hours.

Business lunches:  Keep your cell phone in your pocket or purse.  Laying it on the table and constantly checking your email or text messages make you appear self-absorbed and can send the wrong message to your client or coworker.

Other text etiquette tips:  Email and phone calls are better forms of communication for business purposes than texting, however when you do text, keep these suggestions in mind.  Avoid texting bad news.  In the event you cannot speak to the person face to face, a phone call is probably a better form of communication when delivering bad news.   Be respectful and watch your tone.  If you are upset with someone call them instead of texting.  Return text messages as you would a phone call.  Lastly, avoid texting anytime when you are with a client or customer.

Whether you are the business owner, CEO or a manager, remember that the standard begins with you.  Therefore it is important to set a good example for your employees.  Communicate your expectations and if the problem persists, you may want to consider contacting your HR consultant to formulate a company policy as well.

How is texting affecting your company? What is your strategy for addressing texting issues in the workplace?

Scholley Bubenik is the owner of Austin based HR Consulting Company, Premier HR Solutions.  For additional information regarding Premier HR Solutions visit: or contact Scholley at

Holiday Parties – Are you preparing for the worst?


Sound HR advice for Employers and Employees

Is it possible to host a great party and at the same time limit your company’s liability exposure?  I believe there still is a place for company holiday parties that boost morale and show appreciation to employees.  The holiday party; however can also be a human resource nightmare.  Below are a few things to consider while ensuring your holiday party goes well.


Limit alcohol consumptions.  Ok- so no one wants to be a party pooper but protecting your company or your career should be a priority over getting hammered.  Employers should hire professional bartenders who are trained to limit harm and liability.  Employees should limit their consumption.  Getting drunk and making a fool of yourself could be something that ends or damages your career.  I can promise you, you will get noticed and not in a good way.

Don’t drink and drive. Even though your company party may not occur during working hours or at your workplace, liability is still there.  A Marriott employee who left the company party and struck another vehicle and killed the driver was sentenced to six years in prison. The deceased’s family sued Marriott, and the courts ruled that an employer may be found liable for its employee’s offences as long as the proximate cause of the injury (here, alcohol consumption) occurred within the scope of employment.  Since the company party was an annual event, the court considered it within the scope of employment.  It was irrelevant that the employee’s negligent was the cause of the death—the worker’s intoxication.  So caution employers and arrange transportation options for your employees when serving alcohol.  As such, employees should make plans ahead for a designated driver or someone to pick them up at the party and drive them home.

The rules still apply.  Forget the mistletoe- dare I say more.  Did you know that thirty-six percent of U.S. employers report worker misconduct at holiday parties, wrote Albert Brannen, an attorney at Fisher & Phillips LLP, in the firm’s November 2013 Labor Letter. The misconduct includes: excessive drinking, sexual advances, off-color jokes, vulgar language, arguments and fistfights.  Therefore it is imperative to remind employees that the company rules still apply- this means appropriate dress and appropriate conduct.

Keep it upbeat.  And lastly, keep it light and have fun.  You can use this opportunity to show your appreciation and reflect on the success and contributions of your employees.   This is not the time for anyone to talk shop that includes negative subjects such as layoffs, pay freezes or slow sales.

How do you plan to host a great holiday party while protecting your company from the liabilities that exist?  

Scholley Bubenik is president of Austin based company, Premier HR Solutions.  For more information on the company’s human resource consulting services, visit  or contact Scholley at