Practice Area
HR Operations
Build and optimize your HR infrastructure. From diagnosing where your people function stands today to building the recruiting, performance management, compensation, and compliance systems your organization needs to scale.
Practice Lead: Giselle Hernandez — Managing Director, HR Operations
Sound Familiar?
- You have 150 employees and no formal HR infrastructure — managers are winging it on discipline, hiring, and compensation
- Recruiting is reactive — you scramble to fill roles instead of building a pipeline
- Performance reviews happen inconsistently (or not at all), and nobody trusts the process
- You’re making compensation decisions one-off with no benchmarking or structure
- Compliance feels like a ticking time bomb — you’re not sure what you’re missing
- You need someone who’s built these systems at scale to help you build them right the first time
Most growing companies hit a point where the people challenges outpace the systems. We build the HR machine — then your team runs it.
Services
How We Help
HR Department Assessment & Optimization
The best place to start. A diagnostic engagement evaluating your HR function against best practices, with a prioritized roadmap for what to build next. Three tiers by company size.
$7,500–$60,000
Talent Acquisition & Recruiting Strategy
Build a structured, effective recruiting function. Interview process design, hiring manager training, employer branding, sourcing strategy, candidate experience optimization.
$7,500–$30,000
Performance Management System Design
Design or redesign your performance management cycle. Goal-setting frameworks, review processes, calibration sessions, manager training, technology selection.
$12,000–$30,000
Compensation Philosophy & Benchmarking
Develop a pay philosophy, build salary structures, evaluate market competitiveness, and design total rewards strategies appropriate for your size and stage.
$12,000–$42,000
Onboarding Program Design
Structured 30/60/90-day programs that accelerate new hire productivity and improve retention. Hiring manager guides, peer mentoring, onboarding feedback mechanisms.
$8,000–$22,000
HR Technology Selection Support
Strategic advisory for evaluating and selecting HRIS, ATS, performance management tools, LMS, and payroll platforms. Selection support, not implementation.
$6,000–$20,000
HR Policy & Compliance Buildout
Policy development, compliance infrastructure, employee handbook drafting, multi-jurisdiction considerations. For legal review, we partner with employment law attorneys.
$7,500–$28,000
Employee Relations
Advisory and capability-building for managing ER effectively. ER framework design, manager training, progressive discipline systems, conflict resolution, ER climate assessments, and separation advisory. We do not conduct investigations — for that, we connect you with qualified partners.
$6,000–$20,000
Not sure where to start? For most HR Operations clients, the HR Department Assessment is the best starting point — it evaluates your current function and tells you exactly what to build next.
[Placeholder: Add a testimonial about HR assessment, operations buildout, or infrastructure work. Focus on what they discovered and what changed — the “before and after.”]
Common Questions
Frequently Asked Questions
Where should we start if everything needs work?
Start with the HR Department Assessment. It evaluates your current function across every domain, benchmarks you against stage-appropriate best practices, and delivers a prioritized roadmap — so you’re building the right things in the right order, not guessing.
Do you build these systems or just advise?
Both. Some clients want us to build the system end-to-end (recruiting process, performance management framework, compensation structure) and hand it over. Others want consulting guidance while their HR team builds. We flex based on your internal capability.
We already have an HR team. Can you still help?
Absolutely. Many of our clients have HR teams that handle the tactical work well but need strategic expertise for specific projects — designing a new performance management system, building a compensation philosophy, or implementing an HRIS. We supplement your team’s capabilities, not replace them.