Special Services

Litigation/Expert Witness Services

Top law firms in the United States rely on our compensation experience for expert witness testimony and litigation support. Qualified as an expert witness in federal and state courts, IRS proceedings, and arbitration, Grahall provides guidance on a range of topics.

Business Transaction Advisory Services

Organizations considering mergers and acquisitions (M&A), initial public offerings (IPO), divestitures, bankruptcies or other types of organizational events spend significant time evaluating the people aspects of the event – to ensure a good strategic and cultural fit – and give far more scrutiny to the due diligence process. Once past these initial phases, organizations face the daunting task of determining and implementing the right M & A integration strategy. That calls for a deep understanding of the respective cultures, leadership styles and talent needs of the organizations as they exist now. It also calls for thoughtful decision-making about the appropriate degree of standardization and harmonization to bring to reconciling talent, retention, rewards, performance management, succession and other critical human capital programs.

Human Resources Department Staffing

Grahall provides cost-effective, project-based temporary assignment Human Resources staffing and recruiting services to organizations. We match temporary staff and full-time employees to clients with an understanding that can only be provided by experienced reward consultants. Our system of matching is unique in the industry and ensures that clients are matched with the right workforce solution to meet their unique needs.

HRIS System Selection and Review

Grahall Consultants can assist an organization in the evaluation of its Human Resources Information System’s needs. Human Resources data and information requirements for today organizations are significant. The ability to quickly access and safely store employee information can be a competitive advantage in today’s fast moving world. The selection and review of an appropriate Human Resources Information System can be both a challenge and a great enabler of improved efficiencies. Most organizations have information systems staff that do not have familiarity with the range of possible alternatives when it comes to the selection of the most appropriate human resources system and/or Human Resources professionals who are not able to translate their practices into systematic processes against which an HRIS system should be assessed.

HR Transformation

HR leaders are increasingly concerned with their perceived ability to align stakeholder needs with their organization’s success. Successful organizations seem to share a common perspective that their HR team needs to function as a strategic partner. In organizations where HR is not functioning at this level, Grahall can help. Our Consultants have a depth and scope of experience assisting clients with the necessary structural redesign; often relying on HR operational effectiveness reviews for specific issues. Our Consultants have deep experience in the people, process, and technology issues that impact how HR serves its customers. From high tech to high touch, we help HR leaders optimize quality, cost, and speed by choosing the right service delivery models and corresponding staffing requirements.

People Strategy Quantification

Grahall has developed a quantitative approach to understanding the impact of an organization’s people strategy on business results. This approach measures the culture or behaviors of an organization as they relate to the desired organization’s business results. Our proprietary method assesses the current culture of the organization and relates it to its specific staffing, structure, design, and executive factors. The result of this assessment is a quantitative view into that culture as it relates to potential gains. This detailed and comprehensive review allows for the identification of wastes in human efforts, quality control and intelligence throughout the organization. With this, a strategic set of priorities can be created with the intention of reducing human efforts, streamlining the coordination of resources and aligning behaviors to the overall needs of the organization. This assessment can then be conducted at regular intervals or even on demand to monitor changes in potential gains as time progresses; these gains are displayed in net profit dollars and sales revenue impact.