A STRATEGIC BUSINESS

PLAN
TO
ADD FTE FOR L&L
AND
URBAN SMILE:

Introduction

In a business environment characterised by incessant change and unprecedented

opportunities, L&L and Urban Smile are positioning themselves for exponential growth. As

these clinics enter a period of accelerated expansion, human resources (HR) will play a

crucial role in maintaining their upward trajectory. A strategic business plan involving the

addition of two full-time equivalent (FTE) positions has been meticulously crafted in order to

unleash the potential of the organization's people, who are the source of its success. This

extended plan intends not only to address the current HR challenges faced by L&L and Urban

Smile, but also to provide a comprehensive blueprint for developing a workforce capable of

navigating growth demands while attracting and retaining top-tier talent.

In the following pages, we will delve into the complexities of this strategic endeavour. The

roles of an HR Business Partner and a Recruitment Specialist are central to this plan. These

roles are not trivial additions; they will propel the clinics into a future characterised by

efficiency, excellence, and sustainable growth. The plan includes an analysis of the current

challenges encountered by the clinics' HR departments, a concise description of the solution,

a detailed implementation strategy, projected timelines, and a budget estimate.

The objective is not merely to bolster the HR divisions with a numerical increase, but rather

to usher in a paradigm shift in how these clinics approach human resources. This plan aims to

align the clinics' workforce with their overarching mission and vision by providing targeted

solutions to the current challenges and a strategic framework for HR optimisation on a global

scale. Consequently, L&L and Urban Smile will be able to not only adapt to the changing

industry landscape but also influence it in their image.

In the following sections, we will explore the specifics of this plan, casting light on not only

the "what" and "how," but also the "why." The success of any strategic endeavour depends

not only on its execution, but also on the group's recognition of its significance. As we

examine the various facets of the plan, you'll realise that this is about much more than simply

adding positions; it's about bolstering the very foundations of long-term success. It entails

recognising that the true potential of L&L and Urban Smile cannot be completely realised

until the human element is optimised to its fullest capacity.

Current HR challenges

In the midst of L&L and Urban Smile's rapid expansion and growth, their Human Resources

(HR) departments are at a crossroads, confronting significant challenges that require urgent

attention and creative solutions.

In the first place, the strain on the extant HR infrastructure cannot be denied. The growth of

the clinics has outpaced the capacity of their HR departments, resulting in an imbalance

between the influx of new employees and the HR resources available to integrate them

seamlessly. This strain is most apparent in the recruitment process, where the time required to

locate, evaluate, and onboard new employees has increased due to a lack of dedicated

personnel.

In addition, the lack of HR support hinders the clinics' ability to attract and retain top talent.

In an industry that is becoming increasingly competitive, prospective employees search out

organisations that provide a comprehensive and stimulating work environment. Current HR

constraints make it difficult for clinics to effectively communicate their unique value

proposition to prospective candidates, limiting their access to a diverse pool of highly skilled

professionals.

In addition, the absence of a distinct and well-defined HR strategy has an impact on

workforce management as a whole. HR incorporates talent development, employee

engagement, conflict resolution, and company mission alignment, in addition to recruitment

and onboarding. The absence of a strategic framework prevents the clinics from maximising

the potential of their employees and fostering a workplace culture that fosters innovation,

growth, and collaboration.

Unintentionally, the lengthy recruitment process has resulted in lost business opportunities.

Delays in filling vacant positions impede the clinics' ability to expand their services or open
new branches in a timely manner, thereby jeopardising their competitive advantage and

revenue growth.

In conclusion, the HR issues that L&L and Urban Smile confront are multifaceted. They

range from operational inefficiencies caused by understaffing and lengthy recruitment

processes to the strategic need for an all-encompassing HR framework that can boost

employee engagement and expedite growth strategies. Beyond mere operational

improvements, addressing these challenges requires strengthening the clinics' fundamental

capabilities to adapt, innovate, and lead in an ever-changing industry.

HR Business Partner and Recruitment Professional

The path forward for L&L and Urban Smile to overcome their current HR challenges

involves a strategic solution that includes the addition of two crucial roles: an HR Business

Partner and a Recruitment Specialist. Carefully crafted and defined, these roles have the

potential to reshape the HR landscape of clinics and pave the way for a more streamlined,

efficient, and effective approach.

The function of HR Business Partner is central to this strategic solution. This individual will

serve as a liaison between human resources and the strategic objectives of the institutions.

Their responsibilities will include the creation and implementation of an all-encompassing

HR strategy that correlates with the clinics' growth objectives. In addition to recruitment, this

strategy will include employee engagement, talent development, conflict resolution, and

performance management. By employing an HR Business Partner, L&L and Urban Smile can

ensure that HR practises are intricately woven into the clinics' overarching business

objectives, thereby fostering sustainable growth and innovation.

Complementing the HR Business Partner, the Recruitment Specialist position is of the utmost

significance. This specialist will be responsible for sourcing, assessing, and vetting

candidates for available positions. Armed with an in-depth understanding of the clinics' needs

and a nuanced comprehension of the industry, the Recruitment Specialist will expedite the

recruitment process, ensuring that the most qualified candidates are identified swiftly and

without complication. This acceleration of the recruitment timeline not only ensures positions

are filled expeditiously, but also prevents the loss of business opportunities due to a delayed

workforce expansion.

The relationship between these two roles is crucial. The HR Business Partner will collaborate

with the Recruitment Specialist to ensure that the talent acquisition strategy of the clinics

aligns with the HR framework as a whole. Together, they will cultivate a workplace culture

that not only attracts top talent but also encourages retention by providing meaningful

opportunities for growth and development.

In essence, the solution involves introducing a paradigm shift in how L&L and Urban Smile

approach HR, as opposed to simply increasing personnel. The HR Business Partner and

Recruitment Specialist roles are transformative instruments that will enable the clinics to

move from a reactive to a proactive HR model. This proactive approach will not only address

the extant challenges, but it will also pave the way for the clinics to set the standard for the

industry, demonstrating their dedication to their employees' development and the clinics'

long-term success.Advantages of Including FTE Positions.

Numerous advantages will result from the strategic addition of an HR Business Partner

and a Recruitment Specialist:

Enhanced Recruitment Process Efficiency: A dedicated Recruitment Specialist will

streamline the recruitment process. The Specialist's proficiency in identifying and attracting

qualified candidates will accelerate the recruiting process.

Attraction and Retention of High-Caliber Talent: A well-defined HR strategy and an

engaging workplace culture, facilitated by the HR Business Partner, will attract high-caliber

talent. When contemplating a position, a comprehensive strategy is frequently a deciding

factor for prospective employees.

As L&L and Urban Smile continue to grow, their human resource requirements will

inevitably intensify. The new FTE positions will ensure that the expanding workforce

remains aligned with the company's values and objectives.

Implementation plan

The steps outlined below will be followed to implement this strategic initiative:
Job Postings and Advertising: The companies will create enticing job descriptions and post

them on a variety of platforms in order to attract qualified candidates.

The most qualified candidates for the HR Business Partner and Recruitment Specialist

positions will be determined through a rigorous selection procedure consisting of interviews

and evaluations.

Once selected, newly hired employees will undertake a comprehensive onboarding

procedure. The HR Business Partner will contribute to the development and delivery of

training programmes.
Schedule and Budget

It is anticipated that the HR Business Partner will be employed within 30 days, while the

Recruitment Specialist will be hired within 60 days. The projected budget for this strategic

initiative is $100,000, which includes salaries, benefits, recruitment costs, and induction

expenses.

Conclusion

In an environment of expansion and innovation, L&L and Urban Smile have embarked on a

strategic voyage to bolster their human resource capabilities. This extensive business plan

outlines a comprehensive solution that not only addresses the current challenges encountered

by their HR departments, but also lays the groundwork for sustained success and growth. The

addition of an HR Business Partner and a Recruitment Specialist is not merely an increase in

headcount; it is a visionary move that demonstrates the clinics' dedication to excellence and

recognition of the crucial role their workforce plays in achieving their goals.

As these institutions progress, this solution offers numerous advantages. The expedited

recruitment procedure ensures that top-tier talent is seamlessly integrated into the workforce,

allowing clinics to quickly adjust to new opportunities and challenges. In addition, the HR

Business Partner's comprehensive HR strategy is poised to foster a culture of growth,

innovation, and collaboration, reflecting the clinics' overarching mission. In turn, this

increases employee engagement, retention, and satisfaction, creating a cycle of success.

This strategic move's significance transcends the HR domain. It signifies a commitment to

establishing a workplace that is not only operationally efficient, but also a destination for

professionals seeking a platform on which to flourish and make significant contributions.

L&L and Urban Smile establish a benchmark for industry leadership by recognising the

interplay between HR strategy and business strategy.

In conclusion, the presence of an HR Business Partner and a Recruitment Specialist in the

clinics' HR landscape demonstrates their proactive approach to expansion. This step is not

merely an investment in personnel; it is an investment in a future in which L&L and Urban

Smile stand out as efficient, adaptable, and people-focused organisations. With this strategic

solution in place, the clinics are poised to write a new chapter of success, marked by a

thriving workforce, operational excellence, and a pioneering position in the constantly

transforming dental industry.

Recommendations for the Transformation of Human Resources

In addition to the proposed additions, there are a number of other valuable recommendations:

Development of a Comprehensive HR Strategy:

The HR department's impact will be substantially amplified by the development of a

comprehensive HR strategy that incorporates clear talent acquisition methodologies, robust

employee engagement initiatives, and skilled training and development frameworks.

Utilising Technology:

Investing in technology-driven solutions, such as applicant tracking systems (ATS) and AI-

powered resume screening tools, can significantly accelerate the recruitment process,

ensuring that the best candidates are quickly identified.

Strategic Partnerships:

Collaborating with recruiting agencies can augment internal efforts, ensuring a broader reach

and access to a pool of diverse talent.

Cultivating a Positive and Vibrant Workplace Culture:

Cultivating a positive and vibrant workplace culture will resonate with both current and

prospective employees, thereby increasing the companies' desirability as employers.

By implementing these recommendations, L&L and Urban Smile can fortify their HR

infrastructure and ensure that their human resources contribute optimally to the development

journey of their respective companies.