Cheryl Perez

Cheryl Perez is the President & Managing Partner of BIG-HR.
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Recent Posts

How to Implement a Powerful Medical Marijuana Policy in 5 Easy Steps Without an HR Team

February 07, 2019 / by Cheryl Perez posted in Human Resources, Employers, Removing the Stress of It All, Internal & External Human Capital, Determining Opportunities & Threats

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Are you losing sleep or worried about what the medical marijuana legalization in your State means to you and your business?

I remember the first time I heard that it was going to be legal in Ohio.

That night I tossed and turned worrying about my business, trying to figure out if my liability would increase? I already have some workforce development needs!

Would I have employees walking around high all the time?

If someone is high at work or under the influence would I be able to terminate or discipline them?

When everything first came out there were many times that I just wanted to ignore the whole thing, but I said to myself…

Wait it out Cheryl… let's see what we really need to do in order to continue business as usual.

Over the past few months, we've been working diligently to understand the rules and figure out the best way communicate to our managers and our employees what the expectations will be once everyone can potentially get a prescription.

The truth is creating the right policies and procedures will keep my business running and functioning well with employees who are capable and safe.

Because of our trial and error, we now have the perfect toolkit formula that can be implemented by small businesses in 6 simple steps.

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Workshop: Top 10 HR Mistakes All Employers Make!

October 30, 2018 / by Cheryl Perez posted in Compliance, Human Resources, Employers, Removing the Stress of It All

REGISTER FOR THIS EVENT AND WATCH CHERYL PRESENT THIS TOPIC LIVE AT BIZCONCLE THIS THURSDAY!!

Presentation Description:

The fact is human resources is one the most stressful, yet critical, aspects of running a business. Being a small business owner and wearing many hats, you always have to “handle” HR on your own.  It is taxing, confusing, overwhelming, and constantly changing.  You probably often wonder if you are doing things correctly, legally, and in the best interest of your employees and therefore, your business. The fact is, robust HR management practices can reduce costs, improve business performance, and ensure legal compliance. However, most small to medium sized businesses just cannot afford to employ an experienced, qualified, and in most cases, extremely expensive Human Resource professional. So…they make a ton of mistakes. This workshop will discuss the Top 10 mistakes and how to avoid them in a fun David Letterman Style checklist!

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Ask Cheryl: Top HR Questions From Small Businesses

August 14, 2018 / by Cheryl Perez posted in HR Consulting, Human Resources, Employers, Removing the Stress of It All, Internal & External Human Capital

  1. What questions should a manager ask during an interview?

I always recommend that managers take the time to review the job description that they have prepared very thoroughly prior to an interview. Begin by writing out your very own pros and cons. What would the ideal candidate possess? What skills, traits, and personality type would be the ideal performer have? List out all of those features and then begin to develop questions, especially situational ones, that will help you uncover the real deal. Yes, there are tons of standard interview questions that can be asked of a candidate, but I prefer to ask situational questions that get the candidate to begin telling you a story. The details of that story, the reaction they had during that story, and their body language when they're telling you their story will communicate with you. And if what they communicate is close to what you have listed as a pro or a con, it makes it easier to decide if that candidate makes your top 3. Just be prepared and get to know them enough to know if you want them on your team!

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Ask Cheryl #1: Top 5 HR questions for Small & Medium Sized Businesses

May 30, 2018 / by Cheryl Perez posted in Human Resources, Employers, Removing the Stress of It All, Determining Strengths & Weaknesses

How do I know when and if I can terminate someone?

Of course, one of the number one questions that I receive whenever I am speaking with a small or medium-sized employer is… when can I terminate this person? Usually by the time I have received this question the employee has become so much of a problem that the employer can no longer even justify why keeping him or her on staff is critical. The best way for me to answer this question is really, unfortunately, with a question. And that question is: Where is the employee in achieving the action plan that you set during their most recent disciplinary or performance review conversation?  

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Risk Management: Failure to Attract & Retain Top Talent?

March 27, 2018 / by Cheryl Perez posted in Human Resources, Employers, Recruiting

When a business has fewer top talent employees than its competition, it will find it difficult to perform at a higher level. Thus, it becomes important for companies to attract and retain the best talent possible to remain competitive in today’s market.

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Relieving the Stress of It All: How to Delegate for Business Survival

March 06, 2018 / by Cheryl Perez posted in Removing the Stress of It All, Delegate

As business owners, there are so many things that we are stressed about on a daily basis. Employee relations, revenue generation, financial reporting, client needs, mail, supplies... heck, even coffee becomes a major stressor every now and then! Oftentimes, we struggle to figure out ways that we can remove some of our stressors so that we can actually focus on the business at hand: growing our organizations! 

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Increase Your Company's Competitive Advantage With The RIGHT Salaries

February 27, 2018 / by Cheryl Perez posted in Insider, Employers, Staying Competitive

We are in the midst of a world class economic and political change which drives employers to consider alternatives for improved and/or continued success. Employee salaries are one of the alternatives since employee salaries are normally close to one-half of an organization’s operating expenses. Salaries are one of the important factors that can increase or decrease an organization’s competitive advantage, and every company wants to see an increase in competitive advantage.

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The Insider's Guide to Business Planning and the #1 Tool You Need

January 16, 2018 / by Cheryl Perez posted in Insider, Business Planning

Well... It's that time of year again- the time that most of us really, really need but really, really hate: business planning and strategizing (actually it’s a little late, but better late than never)! And not the kind of business plan that we hear about so frequently, the one that people train you on how to do so that you can take it to a bank and get some financing. You know, the one that doesn't really include any plans on how to grow!

Although it can seem overwhelming and difficult, we all know that we need to take the time out to sit down and come up with our 2018 strategies for growth and success. Some of us really do rely on keeping all those strategies in our heads throughout the year, and actually hope and believe that we will be successful in delivering and implementing those strategies. Well you know what ends up happening... it's in your head as a list, keeping you up at night, draining your focus and ultimately never coming to fruition. Why does this keep happening to so many of us?

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Avoid an Audit: Stay on Top of Benefits Compliance or Face Escalating Fines

December 11, 2017 / by Cheryl Perez posted in Penalties, Compliance, ERISA

It’s common that employers aren’t sure whether their benefit plans are complying with all the applicable laws. “It’s not necessarily the plan design, deductible or what’s covered that’s the issue,” says Cheryl Cooper Perez, president of Benefit Innovations Group. “Rather, companies tend to fall out of compliance with the Affordable Care Act’s required compliance benefit notices and summary plan descriptions, all of which are documents the Department of Labor mandates and employers must deliver to employees.”

 

There are various notices employers are required to provide to employees on an annual basis, some at specific times, such as when a new hire is brought on board, or if there are changes to a plan design or an employer’s contribution to the plan. Missing any one of them can result in significant fines.

 

Smart Business spoke with Perez about managing benefit compliance to avoid costly penalties.

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Save Time & Money: A look at the advantages of outsourcing your HR services

November 17, 2017 / by Cheryl Perez posted in Save Time, Save Money, HR Outsourcing, Outsource

When companies choose to outsource their HR services, they create opportunities to focus more intently on issues that matter to employees, says Cheryl Cooper Perez, President and Director of Sales at BIG-HR. They are no longer burdened by the many administrative responsibilities that employers must manage in order to hit the moving target that is HR compliance.

“When you can outsource that task to an expert who is on top of these frequent policy changes, you reduce your risk of being out of step with the latest rules and regulations that govern employers,” Perez says. “You’re now able to focus more closely on the well-being and experience of your employees and what you can do to build a stronger culture in your company.”
 
Companies that decide not to utilize a trained professional and instead rely on the CFO, office manager or other position to handle HR duties may not be aware of the risk this move creates for their organization. 

Smart Business spoke with Perez about why outsourcing has become a valuable tool to help companies manage their HR responsibilities.
 
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