Seven core areas of practice, scaled to the size and complexity of the engagement.
Human Resources Infrastructure
Employee handbooks, policy series, standard operating procedures, and full HR systems built to scale with the organization and withstand legal or audit review.
See pricingOutsourced HR and Employee Relations
Monthly retainer service for small employers who need experienced HR available for investigations, terminations, leave issues, and day-to-day questions, without the cost of a full-time hire.
See pricingOperations Consulting
Workflow design, internal knowledge bases, operations manuals, and process documentation that reduce ambiguity and limit dependency on individual staff.
See pricingTraining and Development
Onboarding programs, role-specific training, and competency frameworks designed using ADDIE methodology, the SHRM BASK framework, and adult learning principles.
See pricingEmployment Practices Advisory
Practical guidance on leave administration, accommodations, investigations, performance management, terminations, and the day-to-day decisions that carry legal exposure.
See pricingCompliance and Regulatory Support
Policy and documentation systems aligned with federal and state employment law, with specialized capability in CARF, OHMAS, Medicaid, HIPAA, and DEA standards where applicable.
See pricingFractional HR Leadership
Ongoing or interim HR direction for organizations that need senior-level oversight without a full-time executive on payroll.
See pricingSpecific deliverables under each practice area, with what they actually contain.
Human Resources Infrastructure
The foundation layer. Every other HR function depends on these documents existing, being current, and being applied consistently.
- Employee handbooks (single-state and multi-state). Covers conduct, compensation, leave, accommodations, technology, safety, anti-harassment, and separation. Drafted to current federal and state law with citation.
- Stand-alone policy series. Leave, accommodations, conduct, technology, safety, and other discrete policy bodies for targeted policy needs.
- Standard operating procedures for core HR functions. Hiring, onboarding, leave, accommodation, performance, investigation, termination, and recordkeeping as written SOPs.
- Onboarding and offboarding workflows. Step-by-step processes covering documentation, training, system access, payroll, benefits, and exit procedures.
- Performance management frameworks. Review cycles, PIPs, documentation templates, and manager training.
- Job descriptions and competency profiles. FLSA classification standards with essential functions, qualifications, and tied competencies.
- Compensation and classification structures. Pay grades, exempt/nonexempt analysis, and internal equity review.
Operations Consulting
The systems that hold an organization together when key staff are unavailable, departing, or growing.
- Operations manuals and internal reference systems. Comprehensive documentation of how the organization actually runs.
- Internal knowledge bases and SOP libraries. Centralized, searchable documentation.
- Workflow design and process mapping. Visual and written process flows identifying movement, stalls, and breaks.
- Department-level process audits. Structured review of actual versus intended operation.
- Key-person dependency reduction systems. Documentation, cross-training, and process design reducing departure risk.
- Cross-functional process integration. HR, finance, operations, and clinical handoffs mapped and assigned.
Training and Development
Training that meets legal requirements, produces competence, and survives audit. Built on ADDIE and SHRM BASK.
- Role-specific onboarding curricula. New-hire training tailored to the role.
- Manager and supervisor training programs. Performance management, documentation, investigation basics, accommodation handling, lawful supervision.
- Compliance training modules. Anti-harassment, HIPAA, safety, bloodborne pathogens, regulatory training.
- Competency frameworks and assessment tools. Performance standards by role, written and measurable.
- Training needs assessments. Structured analysis of training gaps creating risk.
- Training records and tracking systems. Infrastructure that proves training happened.
Employment Practices Advisory
The day-to-day decisions that carry legal exposure. Drafted, documented, defensible.
- Workplace investigations. Intake, interviews, evidence review, findings of fact, recommendations.
- Performance improvement plan drafting and oversight. PIPs functioning as legal documentation, not foregone-conclusion paperwork.
- Termination preparation and documentation. Decision review, documentation audit, final pay coordination, communication scripts.
- Leave administration, including FMLA and state leave law equivalents. FMLA, state leave laws, employer leave, supporting documentation.
- Reasonable accommodation analysis. Interactive process documentation and tracking.
- Grievance procedures and resolution support. Internal complaint intake, investigation, response, closure.
Compliance and Regulatory Support
Compliance is a documentation posture that holds up when reviewed.
- Audit preparation and gap analysis. Pre-audit review identifying missing or inconsistent documentation with prioritized remediation.
- CARF, OHMAS, Medicaid, HIPAA, and DEA documentation systems. Built for the regulatory body that will review them.
- Federal and state employment law compliance reviews. Wage and hour, classification, leave, accommodation, anti-discrimination, postings.
- Corrective action plan development. Plans that close findings within deadline.
- Recordkeeping and retention systems. What to keep, where, how long, and how to defensibly dispose.
- Required posters and notice compliance. Current required postings most small employers lack.
Fractional HR Leadership
Senior HR judgment without a full-time executive.
- Interim HR Director or Manager coverage. During vacancy, transition, leave, or growth.
- HR department buildout from the ground up. Charter, staffing model, policy infrastructure, first ninety days.
- HR transformation projects. When existing HR needs rebuilding, not incremental improvement.
- Strategic HR planning. Workforce planning, succession, compensation strategy, risk posture.
- Leadership and board advisory. Executive or board-level reporting on HR posture, risk, progress.
Across sectors, with depth where it matters most.
The firm works with employers of varying size, regulatory complexity, and growth stage. Engagements are tailored to the operational realities of each industry rather than applied from a template. Sectors with regulatory or accreditation overlays receive specialized treatment.
A structured path from first contact to completed work.
Initial Inquiry
You reach out by form, email, or phone. Responses are returned within two business days.
No-Cost Consultation
A thirty-minute call to discuss your situation, current state, and what you need. No obligation.
Scoping and Discovery
If there is a fit, a structured assessment of the current environment identifies what exists, what is missing, and what carries risk.
Written Proposal
You receive a written proposal with scope, deliverables, timeline, and fee structure before any work begins.
Engagement Letter
A formal engagement letter defines the work, the terms, and the protections for both parties.
Implementation
Systems are built, documents are drafted, and the work is executed according to the agreed scope.
Review and Revision
You review deliverables and provide feedback. Work is refined until it meets the standard.
Handoff and Training
Internal staff are trained on the new systems. All documentation is transferred. You own everything the firm builds.
Ongoing Support
Continuing advisory, periodic review, or fractional leadership is available under a separate engagement.
Three commitments that shape every engagement.
Documentation First
If a system is not written down, it does not exist. Every engagement produces lasting written infrastructure the organization owns and can continue to use.
Legally Defensible
Policies, procedures, and decisions are designed to withstand audit, investigation, or litigation, with appropriate citation to controlling law and standards.
Operationally Sustainable
Systems are built for the staff who will run them after the engagement ends, with clear ownership, training, and review cycles built in from the start.
Anonymized examples of recent engagements.
Full HR infrastructure buildout including employee handbook, policy series, onboarding system, role-specific training manuals, and operations documentation. Engagement produced an audit-ready system the internal team continues to maintain.
Compliance audit, gap analysis, and corrective action plan aligned with CARF and Medicaid standards. Documentation systems were rebuilt to support ongoing accreditation cycles.
Operations Bible and process documentation system covering finance, scheduling, vendor management, and client intake. Reduced reliance on a single employee for critical institutional knowledge.
Performance management framework including investigation procedures, performance improvement plan templates, and termination protocols. Internal managers were trained on consistent application.
Fractional HR leadership coverage during a six-month search for a permanent HR director. Maintained continuity of compliance, employee relations, and policy administration through the transition.
Three ways to engage the firm.
Project-Based
Fixed fee for a defined deliverable. Scope, timeline, and fee agreed before work begins.
Retainer
Monthly retainer providing ongoing advisory access. Suited to organizations needing regular guidance without a full-time HR leader.
Fractional Leadership
Defined hours per week for interim HR direction. Used during transitions, buildouts, or growth phases.