Small Business

One to 500 employees and no HR department. The work still has to be right, and right now it lands on whoever happens to be free.

Where it usually goes wrong

Nobody owns HR, so it happens in the gaps

It falls to the owner, the office manager, or whoever is free that afternoon. The same decision gets made twice, differently, and neither version is written down.

The handbook is a template nobody has read

Downloaded once, never matched to your state or to how you actually operate. It reads as policy right up to the day somebody tests it.

Pay and classification were set by feel

Exempt and non-exempt assigned by job title and salary rather than by actual duties. Back pay and overtime claims start here more often than anywhere else.

Onboarding is a conversation, not a process

I-9s late or incomplete, no signed acknowledgements on file, and every new hire learns a slightly different version of the same job.

The first hard conversation has no paper behind it

By the time a termination is clearly necessary there is no documented history, so a decision that was fair for months looks arbitrary on the day.

What we put in place

Not a binder on a shelf. The things that actually have to exist, built to your state and your headcount, then handed over so they keep working.

  • A handbook written for your state and for how you really operate, acknowledged and on file.
  • Classification reviewed against duties, with pay bands that hold up to a question.
  • An onboarding sequence that runs the same way every time: offer, I-9, acknowledgements, first week.
  • Job descriptions that match what people are actually doing.
  • Documented performance conversations, so decisions have a history behind them.
  • Anytime HR support for the question you did not expect this morning.
  • Federal and multi-state compliance tracked rather than guessed at.
  • A named consultant who knows your business, not a ticket queue.

See the packages and pricing

Find out where you're exposed.

Thirty minutes, no pitch. We review how you hire, pay, document, and manage people today, and you keep the findings whether or not we work together.

Start with the audit.

A few questions about your team and how you run it. You get a written risk read-out at the end.

Take the HR compliance audit

Rather talk it through? Book a call