Compliance Audits
A structured review of your wage-hour practices, hiring files and required postings, with a prioritized fix list your team can work through.
Services
Everything an HR department does
Audits, handbooks, policy work and manager support, delivered by a senior consultant who knows what a lean team can realistically maintain.
SHRM-Certified Practice
002 / 004
HR
SUPPORT,
END TO
END
Three tracks of support, used on their own or together. Every engagement starts with a free consultation so the scope matches what your business actually needs this year.
Policy & Handbooks
Handbooks, leave policies and manager guidance written in plain language, aligned to the jurisdictions you actually employ people in.
People Operations
Onboarding, performance frameworks, compensation structure and investigations, run with the discretion a small company needs.
Compliance offerings
The four areas that create the most risk for employers between 10 and 250 people, reviewed on a schedule rather than after something goes wrong.
Worker classification
Exempt and non-exempt reviews, contractor checks and overtime exposure.
Records and postings
Personnel files, retention schedules and the notices every worksite must display.
Leave administration
Medical, family and accommodation requests handled consistently and documented properly.
Conduct and investigations
Complaint intake, neutral investigation and a defensible written outcome.
Compliance check
Six questions to spot your gaps.
Answer honestly. This takes about two minutes and nothing is stored. It is general guidance, not legal advice.
Service packages
Pick the package that fits your stage.
Three ways to work together, each shaped around where your business is today. Package names and contents shown here are sample placeholders for the practice to replace with its real offerings.
Foundation
Get the basics right
Suits employers with a small team and no written HR policies yet.
What is included
- Compliance audit with a prioritized fix list
- Employee handbook built for your jurisdictions
- Required postings and hiring file review
Growth
Build structure as you hire
Suits growing businesses adding managers and needing consistent people processes.
What is included
- Everything in Foundation
- Onboarding and performance review frameworks
- Manager coaching sessions
Partner
A senior consultant on call
Suits owners who want ongoing HR support without hiring an in-house department.
What is included
- Monthly retainer with direct consultant access
- Investigations and sensitive employee matters
- Quarterly compliance check-ins
Our process
From first call to steady support.
Five clear steps, so you always know what happens next and who is handling it.
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Step 1
First call
A free consultation to hear what is happening in your business, what worries you, and what you need first.
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Step 2
Review
We look at your current policies, records and practices against the obligations that apply to you.
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Step 3
Written proposal
You receive a clear scope and a prioritized plan, so you know what is fixed first and what can wait.
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Step 4
Implementation
Handbooks, policies and manager guidance are put in place and walked through with your team.
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Step 5
Ongoing support
A named consultant stays available for questions, so issues are handled before they become disputes.
Training workshops
Training that managers and teams actually use.
Live sessions for your managers or your whole team, tailored to your business and held on site or online. Session titles and descriptions shown here are sample placeholders for the practice to replace with its real workshops.
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Request a free consultation
For managers
Manager essentials
Practical habits for people who lead others for the first time: setting expectations, giving feedback and documenting issues fairly.
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Request a free consultation
For managers
Hiring and onboarding well
Interview questions that stay on the right side of the law, and a first-ninety-days routine that helps new hires settle in.
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Request a free consultation
For the whole team
Respectful workplace and conduct
A clear, non-lecturing session on harassment prevention, speaking up, and what your policies expect of everyone.
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Request a free consultation
For owners and leads
Compliance for people leaders
The wage, leave and recordkeeping basics every leader should recognize, so small problems are caught early.
Pricing guide
How pricing works, before you ask.
Every engagement is quoted to your business, so we do not publish a rate card. Here is how the two models work and what shapes the figure you will see in your written scope.
Monthly retainer
A set monthly arrangement that gives your managers ongoing access to a senior consultant for day-to-day questions, documentation and guidance.
- Billed monthly, so HR cost is predictable
- Scaled to your headcount and how much support you expect to use
- Adjusted as your team grows or your needs change
Project engagement
A fixed scope with a clear timeline for defined pieces of work such as a handbook rebuild, a compliance audit or an investigation.
- Scope and price agreed in writing before work begins
- Priced to the size and complexity of the deliverable
- No ongoing commitment once the project is finished
What shapes your price
- Number of employees
- States and locations you operate in
- Scope and urgency of the work
- Condition of your current policies and records
Request a free consultation
Talk pricing with no obligation.
Questions
Answers to the questions
Answers to the questions
owners ask first.
If something here is close to your situation but not quite it, the free consultation is the fastest way to get a straight answer.
Still deciding?
Bring the question you have been putting off. A consultation costs nothing and usually clarifies the next step in under thirty minutes.
Usually somewhere past fifteen employees, when policy questions start reaching the owner weekly and no one has clear ownership of hiring, leave or documentation.