Questions I hear most.

No. Most clients work with me on an as-needed or project basis. You get senior HR expertise when you need it, without a full-time salary or benefits.

Yes. Thirty minutes, no obligation. We figure out whether and how I can help — that's it.

Nonprofits, startups and small businesses from about 5 to 100 employees — big enough to need HR, too small to justify a department.

Yes. I meet clients on-site across Clearwater, Largo, Tampa and the wider Tampa Bay area, and work remotely with teams anywhere in Florida.

Me. SBW HR is a one-person practice by design — you get the same person every time, who knows your business.

If you're unsure, a compliance review is the fastest way to see where you stand. From there we prioritize together — usually the handbook comes next.

Yes. Temporary HR leadership during a transition, leave or search is one of the ways I work with clients.

If you want me there, yes. I prepare you, can script the conversation, and make sure it's fair, documented and defensible. The decision and the conversation stay with you.

I don't run payroll, but I've overseen a move off a PEO to in-house payroll and benefits that saved a client $38,000 a year — I can help you evaluate and manage that transition.

It depends on scope. Projects like a handbook or compliance review are a flat fee quoted up front; ongoing support is hourly or a monthly retainer. You'll always know the number before we start.

Urgent employee-relations issues: usually within a day or two. Projects like handbooks: typically within two weeks of our first conversation.

No. Project work is a simple scope agreement; retainers are month to month.

Several are required or expected regardless of size, from anti-harassment and pay practices to required postings, and a handbook is the simplest way to deliver them and prove employees received them.

Some don't (Title VII and the ADA start at 15, FMLA at 50), but FLSA wage-and-hour rules, I-9s, OSHA and Florida's own laws apply from your first hire. That's where small businesses get caught.

Yes. I've managed both from the employer side for years — including building a light-duty return-to-work program that cut premiums 10%.