Services
Three pillars. Built for family-owned and owner-led businesses.
The people side of the business runs on three things: pay you can defend, onboarding that holds, and supervisors who can actually lead. When all three work together, the business gets durable. When one breaks, the others compound.
This is what we build in each.
Pay Structure
When pay is breaking the business
Most pay decisions in owner-led companies get made under pressure — a counteroffer, a complaint, a hire who demanded more. Within a few years, nobody can explain who’s paid what or why. Your best people see it. Your competitors poach them.
What we build
- Pay bands and step structures for hourly, salaried, and sales roles — designed around how your business actually grows
- Total rewards strategy connecting pay, benefits, and recognition to retention
- Market benchmarking against your real competitive set
- Pay equity reviews that find quiet problems before they become loud ones
- Incentive and bonus plans designed to drive what the business actually needs
What You Get
A compensation system you can explain to anyone who asks. Defensible decisions. Pay that holds up under scrutiny — yours, your team’s, and anyone else’s.
OnBoarding Systems
When onboarding ends at the I-9
Good people walk out more in the first 90 days than at any other point in their tenure. Usually it’s not the work — it’s that no one set them up. There’s a packet, a desk, and a “let us know if you need anything.”
What we build
- End-to-end onboarding programs running from offer letter through 90-day check-in
- 30-60-90 day plans that give new hires real milestones, not just paperwork
- Manager onboarding playbooks so each manager runs the same play
- Hiring process design — interviews, scorecards, decision criteria
- Documentation and tooling so the system runs without you in it
What You Get
A system that turns good hires into productive employees in their first quarter. Less rework. Less ramp time. Fewer regrets.
Leadership Development
When operators get promoted into managers
Your best operator becomes your worst supervisor because nobody taught them how to lead. The hard conversations land back on your desk. The new manager either works themselves into the ground or quietly checks out. The team underperforms — but the operator’s still your best person on the floor.
What we build
- Supervisor development program for operators promoted into management
- Manager training on coaching, feedback, performance conversations, and conflict
- Owner and executive coaching for leaders shifting from reactive to strategic
- Delegation systems so owners stop being the bottleneck on every decision
- Performance and accountability frameworks that work in actual conditions
What You Get
Supervisors who can run their own teams. Hard conversations handled without you. A bench of leaders ready before you need them.
How We Engage
Fractional Partnership
Ongoing, embedded HR leadership. Best for sustained transformation across all three pillars.
Project-Based Engagements
Fixed scope, defined timeline, clear outcomes. Best for a specific problem you need solved without a long-term commitment.
Ready to start?
If you know which pillar is breaking — or you suspect more than one — let’s talk.