Most managers were never taught how to manage people. We exist to change that.
HR Consulting gives growing US businesses the practical HR help that big companies take for granted, without the big-company price or paperwork.
The moment every growing business reaches
Picture a business that has grown from three people to twelve. The founder is still the one who hires, answers every question about time off, and handles the conversation nobody wants to have. There is no HR department, just a folder of half-finished policies and a feeling that something important is being missed.
That moment is where most of our clients find us. They are good at what they do, and they care about their people. What they lack is a clear, simple way to run the people side of the business.
“Good people leave bad management, not bad jobs. Most of that management is simply untrained.”
Why HR Consulting was started
HR Consulting grew out of years of helping businesses find and place the right people. Again and again, the hardest questions came after someone was hired. How do we write a fair policy? How do we run a review that actually helps? What do we do about a difficult conversation, or a law we have only just heard of?
We started HR Consulting to answer those questions properly, in plain language, for businesses that need real HR support but do not have an HR department.
- First, we listenA free first conversation about your team, your plans and what is getting in the way.
- Then, we fix the foundationsClear policies, fair processes and the paperwork the law expects, sized for your business.
- Next, we build your managersOne-to-one coaching and practical workshops, so the people running your teams feel confident doing it.
- Then, we stay with youOngoing support for hiring, reviews and the questions that come up as you grow.
Every team led well, with or without an HR department.
We picture a working world where a ten-person business treats its people as fairly and as clearly as a company with a full HR team: clear policies, honest feedback and managers who know what they are doing.
Our mission is to make that practical: plain-language policies, training that managers use the next day, and advice that fits the size of your business.
What we believe
Practice, not theory
We run our own teams with the same methods we recommend, so our advice comes from doing the work.
Understand people first
We use behaviour profiles such as DISC to understand how people work and communicate, which makes feedback, hiring and teamwork easier.
Practical over perfect
A clear one-page policy that people follow beats a fifty-page handbook nobody reads.
Fair to everyone
We judge people on real skills and potential, and candidates never pay us a fee.
Sound familiar?
Most of the businesses that come to us are facing one of these moments. Here is how we help with each.
“Our best people keep leaving, and we don’t know why.”
What is usually going on. The business has grown quickly. Reviews happen when someone remembers, pay rises feel random, and good people leave without saying much on the way out.
What we do. Short, confidential conversations with your team; a simple twice-yearly review with clear criteria; a one-page pay and progression guide; and coaching for team leads on running regular one-to-ones.
What changes. Everyone knows how they are doing and how to progress, and you hear about problems months before a resignation letter arrives.
“We promoted our best workers to supervisors. Now everything is harder.”
What is usually going on. Skilled, respected people become managers overnight, without ever having handled lateness, conflict or a disciplinary meeting.
What we do. Practical workshops for new supervisors built around real situations; DISC profiles so each manager understands their own style; and a short, fair disciplinary procedure they can actually follow.
What changes. Managers deal with small issues early and confidently, and the owner stops being the referee for every disagreement.
“We grew fast and nobody checked the paperwork.”
What is usually going on. Employees in several states, different rules on leave and final pay, no handbook, and offer letters copied from a template found online.
What we do. A review of your current documents for gaps; a remote-friendly handbook covering the states you hire in; standard offer letters and an onboarding checklist; and a yearly calendar of compliance tasks.
What changes. Every new hire gets the same clear start, you know which rules apply where, and due-diligence questions take an afternoon instead of a panic.
Who we work with
Founders and owners who have outgrown doing HR on the side. Operations managers who suddenly own people problems. Teams that are growing fast and want to get the basics right before they become expensive mistakes. If that sounds like you, we would like to hear your story.
Talk to us
Your first consultation is free. Tell us about your team and what is getting in the way, and we will tell you honestly whether we can help.