HR for Businesses in Transition
We handle the people side of hard business changes and overlooked HR operations.
Acquisitions, leadership transitions, and HR functions that stopped keeping up with the business.
The Clarity Sprint.
A fixed-price look at what is really going on in People Operations, what is exposing you, and what to fix first. From $5,000.
Not ready for that? Take a quiz first.
HR Jungle: Post-Acquisition
For new owners in the first year after a deal closes.
Most of what goes wrong in the first year was already there before you signed. Three situations that come up early, and I’ll tell you what I’d do with each one. Want to see how close you are?
HR Jungle: All the Hats
For owners and managers handling HR alongside everything else.
You’re doing HR on top of the actual job, so these land when you’re already busy and there’s never a clean answer. Three situations, and I’ll tell you what I’d do with each one. Don’t worry, I trust you’ll survive.
No sign-up, no email required.
Top Projects
Acquisition Springboard
✔ Gap Understanding and Remediation
✔ Communication Plan Through Day 90
✔ Hiring and Onboarding Build-Out
HR Turnaround
✔ HR Effectiveness Assessment
✔ Policy and Procedure Reboot
✔ Employee Relations Process Repair
✔ Interim Leader in Transition
Why Business Owners Need Us
| What's actually happening | What it costs | What we do |
|---|---|---|
| You closed the deal and inherited a team you have never met | You're caught between tackling the initial operations and a team that doesn't trust you yet | A communication and action plan that is employee centered, solving their concerns and simultaneously boosting your post-acquisition productivity |
| HR is your fourth job and it goes right to the backburner | Something that matters loses to what is “right now” until what matters becomes a major issue | Take the project off your plate and hand back something that doesn't need either of us |
| You don't even know your wage and hour is messy | Wage and hour mistakes don't happen once. They repeat every pay period, for every person, back to whenever it started | Go through pay practices state by state, exempt status, overtime, breaks, travel, on-call, and tell you what to fix first |
| A complaint got handled, sort of | A halfway investigation is worse than none, because now there's a record of you doing it badly | An intake and investigation process, so a complaint gets received, looked into, written down and closed the same way every time |
| Every manager runs their own version of the rules | Two people in the same situation get different answers | One written standard, plus training to make acting easy |
| One person holds the keys to critical parts of the organization | When she's out, you're operating lost | Collect and document the real details so the dependency becomes more of a partnership |