HR TURNAROUND
When HR technically exists, but nothing is actually under control.
WHO IT’S FOR
Owners and executives at 50 to 250 employees where the HR function has stopped keeping up with the business.
THE CALL USUALLY COMES WHEN
A complaint arrives that you can’t defend on paper. Or you discover three managers have three different attendance rules. Or your HR person left and you’re finding out what lived only in their head. Or somebody finally did the math on the 1099s.
WHAT WE DO
- HR effectiveness assessment. What’s running, what’s theater, and what’s exposure.
- Compliance gap review across every state you employ in.
- Policy and procedure reboot, written to match how the business actually operates rather than a template.
- Manager practice review and training. This is the part that decides whether any of the rest holds.
- Employee relations process repair. How a complaint gets received, investigated, documented and closed.
- Documentation and separation standards.
- Contractor classification review and conversion planning. Role by role, then a sequence that doesn’t stop the work.
- Interim HR leadership while you hire.
WHAT YOU GET
A written assessment with risks ranked by exposure and by cost to fix. A rebuilt policy and procedure set. An intake and investigation process for employee relations. Manager training delivered. A documentation standard your managers can follow without calling you.
HOW LONG
8 to 16 weeks.
WHAT I NEED FROM YOU
Honest answers, including about the manager everyone has been politely avoiding.
HOW IT’S PRICED
Flat project fee. Interim HR leadership is a monthly retainer instead. If you’d rather see the map before committing to the trip, start with the Clarity Sprint.