Day to day HR questions
The quick ones. Can we do this, do we have to do that, is this allowed. Ask before you act rather than after.
HR support & employee relations
Someone to call when it lands on your desk.
Some employee situations cannot be solved with a form or a software platform. This is the service for the ones that need a person who knows what they are doing and knows your business.
A named expert, not a queue
Urgent situations same day
Not a PEO
Keep your payroll provider
What this is for
The situations that have no obvious answer.
Every one of these is a real week in a small business. None of them is covered by the handbook you downloaded.
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01
A manager wants to fire someone on Friday
You need to know whether the documentation holds up, what has to happen first, and who says what in the room. Usually before the end of the day.
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02
An employee has made a complaint about another employee
Someone has to take it seriously, look into it properly, and write it down in a way that protects the business if it goes further.
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03
Your best supervisor has become your worst people problem
Good at the work, difficult with the team. Nobody has told them, because nobody knows how to start that conversation.
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04
Two people are not speaking and the rest of the crew has noticed
It is not a policy violation. It is not nothing either. It is eating an hour of your week and getting worse.
Whether the question is simple or the situation is complicated, you have an HR resource who understands your business.
What is covered
Everything on the people side, handled.
Take the whole thing or call when something specific comes up. Both work.
Employee relations
Conflicts, complaints, attendance, attitude. The situations between people that no handbook resolves on its own.
Performance concerns
Documentation, corrective action and improvement plans that are fair to the employee and defensible for you.
Manager guidance
Coaching the person who has to deliver the message, so they go in prepared instead of improvising.
Workplace investigations
Complaints handled properly. Interviews, findings, and a written record that stands up to scrutiny.
Employee separations
Terminations and resignations run correctly, from the paperwork to the conversation to the final pay.
Policy and documentation
What your policy actually says, whether it still applies, and getting the file in order before you need it.
Multi state workforce issues
Someone hired across a state line changes the rules. We tell you which ones and what to do about it.
How it works
Three steps, no ticket number.
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1
You call or email
Not a ticket queue. You reach Brandi, who already knows your business, your people and what you told her last month.
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2
You get a straight answer
What your options are, what each one risks, and what she would do. In plain language, not policy language.
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3
The paperwork follows
Whatever the situation needs. The write up, the plan, the letter, the notes for the file. Written and ready to use.
This is a fit if
- You have somewhere between 5 and 150 employees
- Employee situations reach you because there is nobody else
- You want advice before you act, not a post mortem after
- You already have payroll and benefits sorted and do not want to move them
Probably not if
- You want software to handle it rather than a person
- You need someone on site in your building every day
- You are looking for a PEO to take your employees onto their books
If it is the last one, we will say so on the call and point you somewhere better. That is a shorter conversation than finding out in month three.
Client stories
Owners who stopped guessing.
Whenever an employee issue comes up, I know I have someone I can call who understands the situation and gives me clear, practical guidance.
They have been especially helpful with difficult employee situations. Their guidance helps us handle issues professionally and consistently.
The biggest benefit has been peace of mind. I no longer feel like I have to become an HR expert every time an employee issue lands on my desk.
Questions
What owners ask about HR support.
We prepare it with you and stand behind you through it. We review the documentation, tell you whether it is strong enough, write the paperwork and brief whoever is delivering the message. The conversation itself is yours to have, because it should come from the business, not from a stranger.
Urgent employee situations we help with right away. If someone has walked out, made an accusation or has to be sent home today, call rather than email and we will work out the next step with you on the phone.
No. Your employees stay your employees and there is no co employment. We handle the HR management around what you already have, and nothing about your payroll or your tax filings changes.
No. Your provider keeps running payroll. We make sure the right information reaches them on time, which is a different job.
Yes. Some clients call once a quarter when something lands. Others have us involved weekly. Bring us the situation and we will tell you which makes sense.
If you want us to. Some owners prefer we coach them and stay in the background. Others want us in the meeting. Both work, and it is your call each time.
Tell us what is on your plate.
Twenty minutes, no pitch. Brandi will tell you what she would take on, what she would leave with you, and roughly what it costs. If you are not ready for us yet, she will say so.