Your HR department, without the headcount
Audits, handbooks, payroll administration, compliance and day-to-day HR guidance for businesses too small to justify a full-time HR director and too exposed to keep going without one.
Assess
Operate
- Day-to-day HR supportA retained line to HR guidance for the decisions that come up in the ordinary week: a hire, a write-up, a leave request, a resignation, a complaint. The point is the call before the decision, not the cleanup after.
- Employee handbooksA handbook copied off a template is worse than no handbook, because it commits you in writing to policies you do not follow and rights you did not intend to grant.
- Payroll administrationPayroll goes wrong quietly. The errors that cost money are misclassification, untracked overtime and paid time that was never accrued the way the policy says.
- Workforce managementKnowing who you need, when, and what it costs. Most small employers overstaff one function and quietly burn out another.
Comply
- Hiring and onboarding complianceThe most common finding in a small-employer audit is not discrimination. It is Section 1 completed late, Section 2 completed by the wrong person, and a reverification that never happened.
- Leave and classification complianceTwo questions cause most small-employer wage claims: is this person exempt, and did we handle that leave request correctly. Both are answerable in advance and expensive in hindsight.
- Workplace trainingSeveral states mandate harassment prevention training on a fixed cycle and require you to prove it happened. Delivered in person or by webinar, with a completion record that survives being asked for.
- Unemployment claims supportA claim is decided largely on the documentation that existed before it was filed. Response preparation is mostly a records exercise, and the records are either there or they are not.
Tell us what you keep not getting to.
A 30-minute call. We scope the role or the HR gap, tell you what it costs, and tell you plainly if we are not the right fit.