HR Consulting for Growing Companies

For companies past the point where hiring and people decisions can be improvised, but not yet at the point of a full HR department.

For a related Monitask resource on employee write-up forms, see the reference.

We build the process and the documents, train the managers who will use them, and leave you able to run it without us.

What we work on

Job architecture

Levels, titles, and the criteria that distinguish them. Without this, promotion decisions become personality contests and pay bands drift.

Interview frameworks

Structured interviews with defined competencies and scorecards. Structured interviews predict performance considerably better than unstructured ones, and the difference is largely free — it is a documentation problem, not a budget one. Structured interviews

Onboarding programmes

What happens in the first 90 days, who owns each part, and how you know it worked. Most turnover in the first year traces back to this period. Onboarding the first 90 days

Handbook and policy review

Reviewing what you have against how you actually operate, and against the requirements of the states you employ in. Policies that describe a company you are not create more risk than no policy at all.

Performance and review processes

Something managers will actually run, rather than an annual form nobody remembers.

Manager training

Interviewing, giving feedback, running difficult conversations, and documenting them. The highest-leverage training most growing companies are not doing.

Compensation structure

Bands, benchmarking, and a defensible basis for pay decisions.

How engagements run

Assessment. What exists, what is missing, and what is causing the problem you actually called about. Delivered as a written summary with priorities, not a list of everything that could be improved.

Scope. We propose the two or three things that will make the most difference, sequenced.

Build. Documents, frameworks, and materials produced with your input, not delivered as templates with your logo on them.

Training. The people who will use it, trained on it.

Handover. Editable source documents, an owner named, and a review date.

What this is not

We are not your employment lawyer. We build process and documentation, and we will tell you where something needs legal review before it goes into effect. Handbooks, separation agreements, and anything touching classification or protected characteristics should be reviewed by counsel licensed in the relevant state.

We are not an outsourced HR department. These are defined engagements with an end, designed so you own the result.

Pricing

Project-based, quoted against a defined scope. Retainer arrangements available where the work is ongoing.

HR consulting