I will act as your fractional HR consultant for policies and compliance

I will act as your fractional HR consultant, building the policies, handbooks, and compliance systems your growing team needs without the cost of a full-time hire.

What you get

Hiring a full-time HR director is overkill when you have fifteen, thirty, or even sixty employees and a founder who is still approving every offer letter. But running with no written policies, an outdated handbook, and a vague sense that you are "probably compliant" is how small companies end up with a wrongful-termination claim, a misclassification audit, or a discrimination complaint they had no playbook for. I step in as your fractional HR consultant: a senior, on-call partner who writes the documents, fixes the gaps, and keeps you defensible as you scale.

Here is what I actually deliver:

• Employee handbook drafted or fully rebuilt in plain English: at-will language, code of conduct, anti-harassment and anti-retaliation, EEO, leave (FMLA, PTO, sick, parental), remote/hybrid work, IT and acceptable-use, expense, social-media, and disciplinary/termination policies.
• Standalone policies you may be missing: PTO accrual rules, work-from-home agreements, BYOD, drug/alcohol, attendance, performance-management framework, and a documented progressive-discipline process.
• Compliance gap audit: a structured review of your current practices against federal and applicable state/local requirements, delivered as a prioritized findings document (what is a real risk, what is housekeeping, what to fix first).
• Worker classification review: a sanity check on your exempt vs. non-exempt designations and any 1099 contractors who are functioning like employees — one of the most common and most expensive mistakes I see.
• Onboarding and offboarding checklists: I-9 handling guidance, new-hire paperwork flow, and a clean, consistent termination checklist that reduces legal exposure.
• Required workplace notices and posting guidance so you know which postings and acknowledgments you owe employees.
• Manager guidance documents and templates: offer letters, PIP templates, warning letters, and a documentation standard your managers can actually follow.
• A written acknowledgment process so every policy you roll out is signed for and trackable.

Everything is delivered as editable documents (Word/Google Docs) plus a short summary memo explaining what changed and why, so you are never handed a file you do not understand.

Plans

Feature	Basic	Standard	Premium
Compliance gap review	Focused (1 area)	Full review	Full review + classification audit
Handbook	Policy section only	Full handbook draft	Full handbook + custom policies
Standalone policy documents	1	Up to 4	Unlimited (in scope)
Onboarding/offboarding checklists	—	Included	Included
Manager templates (offer, PIP, warning)	—	Core set	Full set
Prioritized findings memo	Summary	Detailed	Detailed + roadmap
Live review call	—	30 min	Two 45-min calls
Revision rounds	1	2	3
Ongoing fractional support	—	—	Monthly retainer option

How it works

1. Intake. You complete a short questionnaire about your headcount, locations/states of operation, industry, and current documents. You share whatever you have — even if it is nothing.
2. Assessment. I review your existing materials and practices, then map them against the requirements that apply to your size and jurisdictions. I flag what is missing, outdated, or risky.
3. Findings call (Standard/Premium). We walk through the priorities together so you understand the "why" before I write a word, and you can steer scope.
4. Drafting. I write the handbook, policies, and checklists tailored to your business — not generic templates with your name pasted in.
5. Review and revision. You read, mark up, and we refine through your included revision rounds until the documents fit how you actually operate.
6. Rollout guidance. I hand off the final documents plus a plan for distributing them, collecting acknowledgments, and training managers on the new processes.

Why choose this

I write policies that a real company can follow, not legalese that sits in a drawer. My background is operational HR for small and mid-sized employers, so I know the difference between a rule that reduces risk and a rule that just creates friction. I am honest about scope: I tell you what is genuinely urgent versus what is nice-to-have, and I will not pad a deliverable to look busy. You get senior-level judgment on demand, fast turnarounds, and documents you can defend.

Who it's for / use cases

• Startups past the founder-does-everything stage that need their first real handbook before the next hiring wave.
• Companies entering a new state and suddenly facing unfamiliar leave, pay, and posting rules.
• Businesses preparing for due diligence, an acquisition, or a funding round where clean HR documentation is part of the checklist.
• Owners burned by a near-miss — a complaint, a disputed termination, a classification question — who want to get ahead of the next one.
• Teams with an office manager wearing the HR hat who need expert backup and proper documents behind them.

FAQ

Q: Are you a lawyer, and is this legal advice? No. I am an HR consultant, not an attorney, and my work is not a substitute for legal advice. I build practical, compliance-minded policies and flag risks; for litigation, contracts, or formal legal opinions, I will recommend you loop in employment counsel — and I work well alongside them.

Q: Do you handle multi-state employers? Yes, within reason. Tell me every state where you have employees during intake. I will account for the major state-level differences in leave, pay, and notice requirements. Highly complex multi-state setups may need a defined scope, which we agree on up front.

Q: I have no existing documents at all. Is that a problem? Not at all. Starting from a blank page is common and often cleaner than fixing a patchwork of outdated files. The questionnaire captures what I need.

Q: How current are the policies? I draft against the requirements in effect at the time of the engagement. Employment rules change, so I recommend an annual review — available as part of the retainer option — to keep your handbook from drifting out of date.

Q: Can you just review what we already have instead of rewriting it? Yes. The Basic and Standard gap reviews are built for exactly that. I will tell you honestly whether a targeted fix or a full rebuild is the better use of your budget.

Q: Will you train our managers on the new policies? I provide manager guidance documents and templates in Standard and Premium, and Premium includes live review calls we can use for a working session. Full live training programs can be arranged as added scope.

Q: How fast can you turn this around? A focused review moves quickly; a full handbook depends on your business's complexity and how fast you return feedback. I will give you a realistic timeline after intake — and I do not promise dates I cannot hit.

Q: What do you need from me to start? The completed intake questionnaire, any existing HR documents, and a contact who can answer questions about how your team actually operates. That is enough to begin.