About Us

Mary, how long have you been involved in human resources and HR consulting?
My entire corporate career of nearly 20 years was spent in HR. You name it, I’ve done it: training, employee relations, career management, performance evaluation, EEOC issues and labor relations. As the HR Business Partner for CVS Caremark, I was heavily involved in all those issues for over 4,000 employees.

This long-term corporate experience taught me how vitally important employees are to the success of a company AND I learned the absolute best practices for employee management at the highest levels.

My corporate experience was wonderful and I’m most proud of having successfully been involved in implementing an Emerging Leader program to prepare individuals for their next role.

Sounds like you thoroughly enjoyed your 20 years in the corporate world. Why did you leave and launch HR on Demand, LLC?
My family owned and operated and commercial laundry and dry cleaners. I started working there when I was 13. I saw the day to day challenges for a small business. They did not have an  HR, Accounting or  Marketing department, but certainly needed that support.  Like most entrepreneurs, I wanted to make a difference, and I wanted to work with those growing companies and support that growth.  I saw this big gaping hole where privately held businesses — a major driving economic force in our US economy — did not have easy access to the best methods for hiring, training and managing their most valuable assets, their employees, that are vital to business growth. And in a lot of cases, this lack of access was driving down their profits, causing a lot of anxiety, stress and sleepless nights for the business owners, making them wonder why they started this business in the first place.

Growing businesses deserve the same access to high level subject matter  expertise as do the large corporations. And I knew I could do that! Most of my clients have very common issues: employees are not meeting expectations for generating revenue or controlling expenses, and employees don’t understand how their job duties impact the company’s financial success. It starts with a companies values, norms and beliefs that shape their decision making. So I help link employee performance to the goals of the business, facilitate professional development plans for employee learning and growth. These action will translate to better business results and metrics and reduced turnover of valued employees.

When does a business owner need your help exactly?
When a business owner thinks to him or herself “I have hit a wall and growth has slowed!”, or they are at a point in their growth where hiring a full time HR director  is not cost effective or gives them the agility to move quickly , but they need help building a solid foundation for growth,  then it’s time to give me a call!
Of course it doesn’t mean he or she literally hates their employees. What it really means is that the owner is frustrated by dealing with all the issues that employees bring, whether that’s communication, supervision, training, conflict, compensation, incentives, and finding the right people in the first place.

I take away all that emotion that’s consuming their time – anxiety, stress, confusion, dread, worry – and bring a solution to their people problems in the form of high level, equitable, best practices that they AND their employees appreciate.

How do you work with your clients?
I take a 3-step approach to determine the best course of action for clients:
• First, I come on site, get to know the owner, the employees, their business and their unique issues. I assess what’s going on from the perspective of the owner AND the perspective of the employees. I speak one-on-one and in complete confidentiality with employees.
• Second, I determine the root cause of any issues the owner has identified. Because I’m a neutral third party, employees will be much more frank with me than they have been with “the boss.” Being on-site and interacting face-to-face is the only way to truly get to the root cause of most issues.
• Thirdly, I make my diagnosis and recommendations. I may recommend that we link company goals to an incentive program, re-evaluate the compensation structure, make some crucial hiring and firing decisions, create  job descriptions for business outcomes, or all of the above.

Then, HR on Demand is available to actually implement the recommended programs. Being able to consult and implement means my clients get someone who knows not only WHAT to do but also HOW to do it and do it effectively and efficiently.

Clients are not left hanging with a plan and yet no way to put it into action. I’m ready to go into action immediately and this gives them a tremendous advantage.

Whatever the course of action, the end result is always a much more confident and happier owner and much more productive employees.

And more productive employees always positively affect the bottom line.

So, you’re like an “on call” Corporate HR Department for growing smaller businesses?