We Do More Than Provide Answers. We Build HR Systems That Work.

There is rarely one single answer to every HR issue in the United States.

Even when two companies face a similar situation, the appropriate response may differ depending on factors such as company size, industry, location, organizational structure, previous practices, internal policies, and the expectations of a parent company in Japan.

For this reason, Creo Consulting does not simply apply generic templates or textbook solutions. We first seek to understand each client’s business, workplace environment, and existing practices, and then recommend an approach that balances:

Compliance, Practicality, and Consistency.

An Employee Handbook is much more than a collection of company rules.It serves as an important foundation for communicating company policies to employees, maintaining consistency in HR management, and helping managers make appropriate workplace decisions.

At the same time, an outdated Handbook—or one that does not reflect the company’s actual practices—can create unnecessary risk.

Creo Consulting develops and reviews Employee Handbooks based not only on applicable federal and state laws, but also on factors such as company size, location, employee benefits, HR programs, and actual workplace practices.

We can also provide support after the Handbook is completed, including implementation guidance, explanations for Japanese management, and communication to employees.

A performance appraisal system should do more than simply assign employees a score. It should clearly communicate what the company expects from employees, provide meaningful feedback on performance and behavior, and support decisions related to employee development, salary increases, promotions, and other employment matters.

Creo Consulting reviews each client’s organizational structure, Job Descriptions, position levels, and performance management objectives to develop a Performance Appraisal System that managers can realistically use.

Our support can include not only appraisal forms, but also evaluation criteria, appraisal processes, and manager guidelines designed to help organizations administer the system properly and consistently.

In the United States, a Job Description is an important HR document that supports much more than recruiting. Job Descriptions can serve as a foundation for performance management, compensation, promotions, organizational design, compliance, and many other HR functions. They are fundamentally different from the type of recruitment-focused job posting commonly prepared when hiring in Japan.

Creo Consulting does not simply list the tasks currently being performed.We help define and organize key elements such as the purpose of the position, Essential Functions, responsibilities, Reporting Relationships, and required experience and skills, and then develop a Job Description that reflects the actual needs of the organization.

We also assist with positions involving multiple functions or the broader scope of responsibilities that is often found within Japanese companies operating in the United States.

Although employment in the United States is generally based on the principle of at-will employment, terminations and layoffs still require careful consideration.

Issues involving discrimination, retaliation, wages, leave, employment agreements, internal policies, and other employment matters may affect the appropriate process.

Creo Consulting reviews the background of the matter, performance documentation, internal policies, and prior communications with the employee in order to recommend an appropriate HR process.

When necessary, we can coordinate with affiliated employment attorneys to help the company make an informed decision. We may also provide practical support with the termination or layoff process when appropriate.

Termination and layoff decisions affect not only the employees leaving the organization, but also those who remain. For this reason, Creo Consulting can also assist with management communication and post-separation workplace considerations.

Having HR policies, procedures, and documents in place does not necessarily mean that they are being administered properly.

Over time, gaps can develop between existing HR practices, current legal requirements, and the realities of the organization.

Creo Consulting’s HR Audit reviews key areas of HR management from an independent perspective, including:

Employee Handbooks, Job Descriptions, Performance Appraisals, Recruiting, Timekeeping and Wage Practices, Employee Records, Discipline, Termination, Internal Investigations, and other core HR functions.

We do more than simply identify potential issues.

Our audit organizes and clearly presents:

What should be improved, why it should be improved, and how it should be improved.

Our findings are documented in a report, together with practical recommendations designed to support the company’s future HR operations.

Our HR Advisory Service is designed for companies that may not require a full-time HR Manager but still need access to an experienced HR professional when day-to-day employee and workplace issues arise.

Through Creo Consulting’s HR Advisory Service, an HR professional certified by HRCI or SHRM serves as an external HR Advisor and provides ongoing support to the organization.

Services may include:

The scope of support can be tailored to the needs and circumstances of each organization.

Creo Consulting generally does not provide clients with a prepackaged library of generic HR forms.

This approach helps reduce the risk of outdated forms remaining in circulation or documents being used incorrectly or in situations for which they were not intended.

When a form or HR document is needed, the assigned consultant first reviews the circumstances and then develops or provides the appropriate document.

An HR Form is not simply a piece of paperwork. It is part of the company’s overall HR process.

For this reason, we place greater importance on:

using the right form, in the right situation, in the right way than simply having a collection of forms available.

Even the best HR policies and programs will not function effectively unless managers and employees understand their purpose and how they should be applied.

Creo Consulting provides training based on each organization’s needs, including topics such as:

Harassment Prevention, Manager Training, Performance Management, Communication, and Cross-Cultural Management.

Rather than simply delivering a prepackaged training program, we review the company’s industry, organizational structure, participants, and actual workplace challenges and customize the training when appropriate.

Determining an appropriate salary level requires more than reviewing a simple “average wage” figure. Geographic location, industry, company size, job responsibilities, experience, position level, and internal equity are among the many factors that should be considered.

Creo Consulting analyzes market compensation levels using reliable external data together with the actual Job Description and other relevant information for the position. We do more than simply retrieve and present data.

We also help clients understand t the data means, the context behind it, and how it should be used.

Our research can support decisions related to starting salaries for new hires, compensation reviews for existing employees, promotions, salary negotiations, and broader compensation structure reviews.