Case Study: Is It Time to Hire A Compensation Expert?Previous NextInstructionsRead the case study and provide a recommendation for hiring a compensation specialist that helps EasySpa’s Director of Human Resources, Jay Spento, convince his CEO of the benefits of hiring for this position. Be sure to follow APA guidelines and write your paper in the proper format (not as question and answer).For additional details, please refer to the Case Study Rubric document.Supplemental CaseChapter 1: Is it Time to Hire a Compensation Expert?Jay Spento is returning to his office after attending the grand opening of the 20th locationof EasySpa. As theDirector of Human Resources at this growing chain of day spas, Jay hasfaced many challenges. Opening this latest location took a significant amount of time for Jayand his staff and they have fallen behind on some important projects. His staff has grown alongwith the company, and Jay believes now is the time to expand his staff by one more position. Henow must prepare to meet with the company’s CEO to discuss his request to hire a compensationprofessional.EasySpa is a specialty day spa that provides spa services at a reasonable cost. Each oftheir locations has a variety of employees including nail technicians, hairdressers, masseuses andreceptionists. EasySpa also has a centralized appointment scheduling and customer servicecenter. In ten years the company has grown from 15 employees at one location, to 396employees at 20 locations. Continued growth is expected as the organization’s mission is tobecome the top-rated day spa in their region.To support this growing organization, the human resources staff includes Jay, a HumanResources Generalist, a Recruiter and an Administrative Assistant. The Recruiter handles allaspects of attracting and selecting new employees and the Human Resource Generalist handles avariety of duties including employee relations and training. Jay provides leadership to the teamand works with upper management to set policies and procedures. His duties are complex asthey work with a diverse employee population in multiple locations. But, as EasySpa approaches400 employees, Jay believes a compensation expert can help support the company’s growthplans.Compensation management is a responsibility that has challenged Jay. While thecompany offers full employee benefits and Jay has done extensive market research to ensure theyoffer attractive pay, he knows there is much more work necessary to ensure that theircompensation structure is effective and efficient. The company has no written job descriptionsand does not have a formal pay structure. Further, Jay relied upon an outside consultant todesign their benefit package, and their benefit offerings have not changed since they wereestablished ten years ago. Overall, Jay is convinced that a compensation professional would addsignificant value to the company. However, Jay must convince the CEO, who has little humanresources expertise and is always resistant to hire more staff positions, that the addition to staff isnecessary
