HR World
Book a free HR check

Senior HR expertise, whether you have an HR team or not.

HR World consults with the HR people you already have, backs them up when the hard cases land, and runs the whole HR function for businesses that have nobody in the seat.

Book a free HR checkSee how we work with you

A 30-minute call with a senior HR consultant. You leave knowing where you stand and what help, if any, you need.

An HR consultant reviewing a document with a small-business owner and their HR manager
Two ways we work with you

Support the HR team you have, or be the one you do not.

An HR manager on a call at his desk
You have HR staff

HR Consulting

A senior HR consultant on call for your HR manager, office manager, or generalist. We are the second opinion, the specialist, and the extra hands when the workload spikes.

  • Counsel on terminations, investigations, leave, and accommodations before they become claims
  • Policy, handbook, and pay-structure reviews with a written opinion
  • Compliance updates explained in plain terms, with what to change by when
  • Overflow help during hiring surges, audits, acquisitions, or an HR vacancy
  • Coaching and development for your HR staff
Talk to a consultant
A cafe owner laughing with her staff behind the counter
You have no HR staff

Outsourced HR

We run the HR function for you. A named HR lead, a direct line, and every one of the six service lines below handled as if we sat in your office.

  • Hiring, onboarding, and records kept current
  • Compliance, postings, and required training handled
  • Pay, reviews, and employee questions answered by a person
  • Difficult conversations led or coached, your call
  • Monthly report of what was done and what is next
Hand us your HR

Many clients move between the two. A business with no HR staff starts with Outsourced HR, hires its first HR manager with our help, and keeps us on as consultants.

Why a business needs HR

HR is the part of your business that looks after the people in it.

Every business with employees already has an HR function. Someone hires, someone keeps the files, someone decides what happens when two people cannot work together. The only question is whether it is done well, on purpose, by someone who knows the rules, or squeezed in between everything else.

Done well, HR takes the administrative weight off the owner and managers, keeps the business lawful, and gives employees a fair, consistent place to work. That shows up in who stays, how hard they try, and how few problems reach your desk.

A construction crew at a morning huddle on a job site

What good HR gives a small business

Good people stay

Clear expectations, fair pay, and a real path forward are why employees stay. Replacing one costs months of their wages and the knowledge that walks out with them.

Conflicts get resolved early

A neutral person who knows how to listen, document, and mediate turns a brewing dispute into a conversation instead of a resignation or a claim.

Morale goes up

People work harder for a company that answers their questions, recognizes good work, and treats everyone by the same rules.

Employees grow into bigger roles

Training, reviews, and career guidance turn today's hires into next year's leads and supervisors, so you promote from inside instead of hiring strangers.

The business stays lawful

Labor law, tax records, required postings, and safety rules change every year. HR keeps you current so a routine inspection or a disgruntled ex-employee is not a crisis.

Owners and managers get their time back

Hiring, paperwork, questions about pay and time off, and the hard conversations go to someone whose job it is. You run the business.

What HR covers

Sixteen responsibilities. All of them yours, whether anyone is doing them or not.

This is the whole HR function. Your HR staff may cover some of it well and need backup on the rest. If you have no HR staff, this is the list we take off your plate.

Labor law complianceWage, hour, leave, and anti-discrimination rules followed and documented.
Recruiting and interviewingJob descriptions, postings, screening, interviews, offers.
OnboardingFirst-day paperwork, handbook, training, and a real welcome.
TrainingRequired safety and compliance training, plus skills your work demands.
Tax and payroll recordsEmployment tax documents kept as long as the agencies can ask for them.
Record keepingPersonnel files, benefits, insurance, and the schedules for keeping them.
A clear point of contactEveryone knows who to ask about time off, pay, reviews, and problems.
Performance reviewsTracking how people are doing, so training and promotions are decisions, not guesses.
Workforce planningWhich roles you will need next year, and whether to hire, promote, or restructure.
Professional developmentCourses, certifications, and conferences that make your people more valuable.
Career guidanceHelping employees set goals and see a future inside your company.
Incentives and recognitionBonuses, rewards, and team events that actually motivate.
Job titles and dutiesTitles and responsibilities reviewed so they match the work people really do.
Union relationsWhere employees are represented, the relationship handled correctly and lawfully.
Employee advocacyA fair hearing and a mediator when an employee believes they have been wronged.
Health, safety, and cultureA safe workplace and a culture people are glad to be part of.
Our services

Those sixteen responsibilities, delivered as six services.

Each one is available as advice and review for your HR team, or as work we do for you.

Compliance and risk

Labor law, required postings and notices, tax and payroll records, workplace safety, union obligations where they apply.

Outcome: you pass the audit you were afraid of.

Hiring and onboarding

Job descriptions, postings, screening, interviews, offers, first-day paperwork, handbook, new-hire training.

Outcome: good people start faster and stay longer.

Records and administration

Personnel files, payroll and benefits records, time off, who to ask for every question, retention schedules.

Outcome: every file is where it should be, for as long as it should be.

Performance and development

Reviews, goals, training plans, career paths, continuing education, certifications your trade requires.

Outcome: your best people see a future with you.

Pay, benefits, and incentives

Pay structures, raises, bonuses, benefits setup, recognition, titles and duties kept current.

Outcome: pay that is fair, explainable, and competitive.

People and culture

Complaints and disputes, investigations, difficult conversations, terminations, morale, workforce planning for next year.

Outcome: problems get handled before they become lawsuits.

How it works

Three steps from first call to HR handled.

130 minutes

HR check

A call about your headcount, your paperwork, and what keeps you up at night. You get a written list of gaps.

2Within a week

Plan and price

A one-page plan: what to fix first, whether your team or ours does it, and how we work together: hourly, retained, or by contract.

3Ongoing

We get to work

A named consultant or HR lead, a direct phone number, and a monthly report of what was done.

Ways to engage

Pick the kind of help you need this year.

HR Consulting

Monthly retainer. For businesses with HR staff who want senior backup.

  • Named senior consultant, direct line for your HR staff
  • A set number of advisory hours each month
  • Written opinions on policy and hard cases
  • Quarterly compliance review

Quoted on the HR check

Talk to a consultant

Outsourced HR

Monthly. For businesses with no HR staff. We run the function.

  • Named HR lead and direct line
  • All six service lines, as needed
  • Hiring support for a set number of roles
  • Monthly report

Quoted on the HR check

Hand us your HR

Projects

Fixed scope, with or without HR staff. One job done right.

  • HR audit with findings ranked by risk
  • Employee handbook
  • Pay structure and titles
  • A difficult termination or investigation
  • Opening a new location

Contract basis, quoted on the HR check

Describe your project
Questions

The things owners and HR managers ask before they call.

We already have an HR manager. Why would we need you?

One HR person cannot be a specialist in everything, and has nobody senior to ask when a termination, an investigation, or a leave case goes sideways. We are that person. Your HR manager stays in charge. We make them better and safer.

We have no HR staff. Should we hire one or outsource?

Below about 150 employees, a full-time HR hire is usually more than you need and less than you can afford. Outsourced HR gives you senior experience for a fraction of a salary. When you are ready to hire your first HR manager, we help you find them and stay on as their backup.

What makes someone good at HR?

They listen well, communicate clearly in writing and in person, keep confidences, know employment law, and can make a fair decision when two good people disagree. The people you work with at HR World were chosen for exactly that.

Are you certified?

Yes. The consultant on your account holds a recognized HR certification and keeps it current. We say which one on the call. If your own HR staff want to certify, we help them prepare.

Do you replace my payroll or accountant?

No. We work alongside them and make sure the records they need exist.

What does it cost?

The HR check is free. After that we can be contracted hourly, on retainer, or on a contract basis.

Book your free HR check.

* Required. Everything else helps us prepare for the call.

An HR consultant will call you within one business day.

A friendly HR consultant on a call
Prefer to talk now?1-888-347-9675

questions@hr.world

The HR check is a 30-minute conversation with a senior consultant. Bring your HR manager if you have one. You leave with a written list of gaps whether or not you hire us.