HR Consulting

Return to Services

Tier 1 – Small Business HR Essentials

Investment: $5000 (Fixed Fee)

Ideal for: Early-stage startups & Small Businesses (1–20 employees)

Duration: 4–6 weeks

Core Outcomes

Foundational HR Strategy & Compliance

  • Mini HR needs assessment (current people, roles, gaps, risks).

  • Basic HR compliance checklist (federal + state overview, hiring docs, posters, recordkeeping).

  • Simple HR roadmap for the next 12 months (priorities by quarter).

Essential Policies & Employee Handbook (Lite)

  • Core policies:

    • At-will employment (if applicable)

    • Equal employment & anti-harassment

    • Code of conduct

    • Attendance & time off (PTO/vacation/sick structure)

    • Remote / hybrid guidelines (if relevant)

  • 10–20 page “Startup Employee Guide” (PDF + editable file).

Hiring & Onboarding Starter Kit

  • Role scorecard template (outcomes, competencies, KPIs per role).

  • 2–3 custom job descriptions for immediate hires.

  • Structured interview guide + candidate evaluation form.

  • Simple onboarding checklist for first 30/60 days.

Compensation & Classification Basics

  • Salary bands for 3–5 key roles using market data ranges.

  • Exempt vs non-exempt classification review for current roles.

  • Simple offer letter templates + contractor vs employee guidelines.

Founder/Manager Training (Lite)

  • 1–2 live sessions (or virtual) on:

    • How to run compliant, bias-aware interviews.

    • How to onboard and set expectations with new hires.

Tier 2 – Growing Business HR Systems

Ideal for: Scaling companies (~20–250 employees)

Duration: 3–4 months

Recommended Price Range: $40,000
(Blend of fixed project fee + optional retainer for 3–6 months of support)

Core Outcomes

HR Audit & People Strategy

  • Full HR audit: policies, files, org structure, comp practices, benefits.

  • Risk report: legal/compliance gaps and priority fixes.

  • 12–24 month People Strategy covering:

    • Hiring plan

    • Org design / reporting structure

    • Turnover & engagement improvement

    • Capability building (training priorities)

Robust Policies & Employee Handbook (Full)

  • Comprehensive handbook (40–70+ pages) aligned to jurisdiction(s).

  • Updated policies for:

    • Leave (FMLA, parental, sick, PTO)

    • Remote work & flexible schedules

    • Social media, confidentiality, data security

    • Performance management & disciplinary process

  • Implementation support: rollout plan, FAQ for managers & employees.

Hiring, Onboarding & Talent Pipeline System

  • Defined recruitment process:

    • Standard job posting, sourcing channels, and screening steps.

    • Structured behavioral interview bank.

    • Scorecards tailored for 5–10 roles.

  • Onboarding program:

    • 30/60/90-day onboarding templates.

    • New hire orientation deck + manager checklist.

  • Recommendation and setup guidance for ATS or hiring tools.

Compensation & Benefits Framework

  • Salary bands and levels across departments (e.g., IC1–IC4, M1–M3).

  • Pay philosophy statement (how & why you pay the way you do).

  • Comp review process (annual/bi-annual cycle, merit increases guidelines).

  • Benefits review with recommendations (health, retirement, perks).

Performance & Feedback System

  • Basic performance review framework:

    • Role scorecards with goals and metrics.

    • Quarterly/bi-annual review process & forms.

  • Feedback and 1:1 meeting templates.

  • Simple PIP (Performance Improvement Plan) process.

Manager Development & Training

  • 3–4 focused training modules, such as:

    • Hiring for culture add (not just “fit”).

    • Giving feedback & having tough conversations.

    • Fundamentals of employment law for managers.

  • Toolkits and playbooks managers can re-use.

Optional Retainer (Add-on)

  • Ongoing HR advisory (e.g., $2,000 – $4,000/month) for:

    • On-call support for managers.

    • Review of terminations, offers, tricky employee issues.

    • Quarterly check-ins on KPIs (turnover, time-to-fill, engagement signals).

Tier 3 – Enterprise HR Transformation

Ideal for: Large organization (~500–5,000 employees)

Duration: 6–12 months

Recommended Price Range: $150,000 – $400,000+

Core Outcomes:

Enterprise HR & People Operations Assessment

Deep-dive into:

  • HR org structure and capabilities.

  • Policies and compliance across locations.

  • HR technology stack (HRIS, ATS, LMS, payroll, benefits platforms).

  • Talent acquisition, performance, and succession processes.

Stakeholder interviews (executive team, HR leaders, line managers, sample employees).

Data analysis: turnover, engagement (if available), time-to-fill, DEI metrics, comp ratios.

Executive-level HR Assessment Report with:

  • Current state

  • Risks

  • Opportunities

  • Transformation roadmap (12–36 months).

HR Operating Model & Org Design

  • Redesign of HR structure (e.g., HRBPs, COEs, shared services).

  • Role clarity, spans & layers, and RACI for HR vs Operations vs Leaders.

  • Governance model for policies, approvals, and decision rights.

Enterprise Policy & Compliance Framework

  • Harmonized global or multi-state policy framework.

  • Updated enterprise employee handbook(s), possibly localized by region.

  • Standardized processes for investigations, grievances, and disciplinary actions.

  • Compliance calendar and owner matrix for the HR leadership team.

Talent Strategy: Acquisition, Development & Succession

Scalable talent acquisition model:

  • Employer brand strategy & candidate experience design.

  • Workforce planning templates and headcount governance.

  • Leadership and critical role succession planning framework.

  • Competency model for key roles or the entire organization.

  • Career paths and internal mobility guidelines.

Compensation, Benefits & Rewards Optimization

  • Job architecture and level framework across the org.

  • Market benchmarking and pay equity study.

  • Global salary band design with governance and review process.

  • Rewards strategy (bonuses, incentives, recognition programs).

Performance, Culture & Engagement System

  • Redesign of performance management (goals, feedback, calibration).

  • Culture framework (values, behaviors, rituals) with reinforcement mechanisms.

  • Engagement listening strategy:

  1. Annual survey + pulse surveys.

  2. Action planning toolkit for managers.

  • DEI strategy, goals, and measurement (if in scope).

Technology & Data Enablement

  • HR tech roadmap (HRIS, ATS, LMS, analytics tools).

  • Support with vendor selection and high-level implementation plan.

  • People analytics starter dashboards (turnover, headcount, diversity, etc.).

Change Management & Leadership Alignment

  • Change strategy and communications plan for HR transformation.

  • Executive workshops to align on people strategy and priorities.

  • Manager enablement programs tailored to new processes and tools.

Embedded Support / Interim HR Leadership (Optional)

  • Interim CHRO/HR Director or HRBP support (e.g., 1–3 days/week).

  • Program management of major HR initiatives.

  • Coaching for internal HR leaders.