Background
A New Jersey-based logistics company operated a large-scale warehouse and seasonal distribution network, employing both permanent and temporary workers. The company serviced multiple retail clients with fluctuating shipment volumes throughout the year, which meant labor demand varied significantly between peak and off-peak seasons.
Despite having an experienced operations team, the company faced mounting HR and compliance challenges. Safety incidents were becoming more frequent, job responsibilities were poorly defined, and payroll systems lacked consistency. Seasonal hiring often resulted in rushed onboarding and insufficient safety training, increasing the risk of workplace injuries and labor disputes.
Challenges
- Unclear Job Roles and Responsibilities
Employees frequently performed tasks outside their primary duties without clear guidelines, causing confusion, inefficiency, and disputes over pay. - High Safety Risks
A lack of standardized safety protocols and formalized training increased the frequency of workplace accidents, driving up workers’ compensation costs. - Inconsistent Payroll Practices
Pay calculations were sometimes delayed or inaccurate due to manual processes and lack of integration between timekeeping and payroll systems. - Seasonal Workforce Imbalance
During peak months, the company struggled to onboard and train large numbers of temporary staff quickly without compromising compliance or productivity.
Solutions Implemented
Dominus Vision designed a comprehensive HR compliance and operational improvement plan to address these issues:
- Role Definition & Organizational Clarity
- Conducted a job analysis for every position and created detailed job descriptions.
- Implemented a role assignment system to ensure employees worked within their defined responsibilities.
- Structured Safety Training Program
- Developed a mandatory safety training curriculum for both new and returning seasonal workers.
- Introduced bilingual training materials (English & Mandarin) to ensure comprehension across the workforce.
- Instituted regular safety drills and monthly safety briefings.
- Payroll System Overhaul
- Integrated a digital timekeeping system directly with payroll software to eliminate manual errors.
- Established a bi-weekly payroll schedule with clear overtime calculations in compliance with New Jersey labor laws.
- Seasonal Staffing Strategy
- Created a pre-hire seasonal worker pool to reduce last-minute recruitment pressures.
- Implemented a standardized two-day onboarding program to ensure compliance training before work commenced.
Results Achieved
- Reduced Overtime by 60%
Clear role definitions and improved shift scheduling reduced unnecessary overtime, improving cost efficiency. - 30% Reduction in Workers’ Compensation Costs
The formal safety program significantly lowered workplace injury rates, resulting in fewer claims and lower insurance premiums. - Improved Payroll Accuracy and Timeliness
The integrated payroll system ensured employees were paid accurately and on schedule, reducing payroll-related complaints to near zero. - Stronger Workforce Stability During Peak Seasons
Seasonal worker readiness improved operational capacity and reduced disruption during high-demand months.