HR FAQ

Yes. Many organizations use HR consulting to support and strengthen their internal HR function. We act as a second set of eyes, provide expertise in complex or high-risk situations, and help ensure consistency and compliance—especially for leave management, investigations, and multi-state issues.

No. HR consulting is especially valuable for employers who need expert guidance but don’t require (or can’t justify) a full internal HR department. We tailor our support based on your size, structure, and industry.

Risk often comes from inconsistent decisions, outdated policies, or incomplete documentation. HR consulting helps by:

• Creating clear, repeatable processes
• Ensuring policies align with current laws
• Supporting proper documentation and communication
• Guiding managers through sensitive situations

This reduces the likelihood of disputes, complaints, and compliance issues.

Absolutely. We create and update employee handbooks and policies that are:

• Clear and easy to understand
• Aligned with your culture and operations
• Compliant with applicable federal and state laws

Our handbooks focus on usability and tone—so employees actually read and understand them.

We help employers navigate investigations by providing structure, documentation guidance, and consistency. This includes:

• Investigation planning
• Interview guidance and documentation support
• Findings summaries and next-step recommendations

This ensures investigations are handled fairly, consistently, and defensibly.

Yes. Clear job descriptions support hiring, performance management, and compliance. We assist with:

• Job description creation and updates
• Essential function identification
• Role consistency across departments

Well-written job descriptions reduce confusion and support better HR decisions.

HR consulting focuses on practical, day-to-day application of HR best practices and compliance requirements. While attorneys focus on legal risk from a legal perspective, HR consulting focuses on:

• Operational consistency
• Employee communication
• Documentation and process
• Preventing issues before they escalate

Many employers use HR consulting to reduce the need for frequent legal intervention.

In most cases, HR consulting saves employers money. By preventing compliance issues, reducing employee disputes, and minimizing time spent researching regulations or recreating policies, employers often save thousands of dollars compared to reactive legal costs or internal inefficiencies.

Ongoing HR consulting provides continued access to guidance as issues arise. Employers use this support to:

• Ask questions in real time
• Navigate employee situations as they occur
• Keep policies and practices aligned as the business grows

This proactive approach reduces surprises and improves confidence in HR decisions.

HR consulting is ideal for employers who:

• Want clear guidance without legal complexity
• Manage leave, policies, or employee issues regularly
• Operate in one or multiple states
• Want to reduce risk and save time
• Prefer a trusted advisor rather than transactional support