01
SHRM standards
Society for Human Resource Management body of knowledge. The practitioner-grade reference for HR operations, compensation, training, and employee relations.
Domain 02 / Human Resources
Workforce compliance,
Workforce compliance,
without the binder.
Confident decision-making across human resources, employment practices, and workforce compliance. Analysis is guided by SHRM standards, EEOC guidelines, regional employment laws, and FLSA/ADA alignment requirements that apply to your specific footprint.
WOSB Certified
CMMC Registered Practitioners
SAM.gov · CAGE Code
35+ years experience
Pembroke Pines, FL
Frameworks we work in
The standards that
The standards that
ground the work.
02
EEOC guidelines
US Equal Employment Opportunity Commission requirements: hiring practices, anti-discrimination, reasonable accommodation, harassment response. The federal floor.
03
Regional employment law
State-by-state and country-by-country variation in wage and hour, leave entitlements, non-compete and arbitration rules, classification standards. Multi-jurisdiction engagements require this layer.
04
FLSA & ADA alignment
Fair Labor Standards Act (classification, overtime, minimum wage) and Americans with Disabilities Act (accommodation, accessibility, hiring). Two areas where small errors create large liability.
What we deliver
Operational artifacts
Operational artifacts
under Human Resources.
01
HR audit
Honest assessment of your current state: classifications, policies, documentation, training, complaint handling. Where the gaps are and how exposed they make you.
02
Policy library
Written policies covering employment, conduct, accommodations, leave, anti-harassment, performance management. Scoped to your jurisdictions, not generic templates.
03
Employee handbook
A handbook that actually reflects how you operate, that satisfies legal disclosure requirements, and that employees can actually read.
04
Training compliance matrix
What training is required (anti-harassment, safety, role-specific compliance), by whom, on what cadence, with what evidence. Built so audits are routine.
05
Complaint and investigation workflow
Documented intake, investigation, and resolution process. Reduces the cost and risk of complaints when they arise.
06
Onboarding & exit framework
Standardized onboarding and exit checklists with the legal, documentation, and access-control elements baked in. Reduces single points of failure when key people leave.
Cross-domain
Human Resources rarely
Human Resources rarely
travels alone.
HR crosses Legal (employment law, contracts, terminations), Privacy (employee data, monitoring, classification), and Security (background checks, access management on hire/exit). Multi-state and international engagements add layers; we coordinate them under one team.
Most engagements also touch:
LegalPrivacySecurity
Frequently asked
Human Resources questions.
Human Resources questions.
Direct answers.
What does an HR audit cover?
Classification (exempt/non-exempt, employee vs contractor), policy completeness, handbook currency, required training compliance, recordkeeping, complaint handling history, and adverse-action procedures. The result is a prioritized list of exposures, not a 60-page report nobody reads.
Do you handle multi-state employers?
Yes. Multi-state work is where the value of structured HR operations is highest, employment law variation is substantial. We map the obligations by state and produce policies and procedures that work across them.
Are you replacing our HR function?
No. We work alongside your HR team, or alongside the executive or office manager doing the HR work in smaller companies. We bring the methodology and the policy depth; you keep the relationships and the day-to-day operations.
Do you provide training delivery?
We design the training program and the compliance tracking; for delivery, we either use your LMS or partner with content providers we trust. We are not in the training delivery business; we make sure the right training happens, with evidence.
How do you handle regulatory updates?
Annual review cadence with quarterly check-ins for jurisdictions with active legislative agendas. When something material changes (a new state law, an EEOC guidance update), we update the affected policies and notify you.
Tell us what you are
trying to get done.
The discovery conversation takes 30 to 60 minutes. We respond within one business day.