HR Consulting for Small Businesses
Senior HR support for Tampa Bay small businesses of 5 to 100 employees — the protection a large company's HR department provides, at a cost a small company can carry. I've run HR inside organizations of every size; for small businesses I bring the parts that actually matter and leave the corporate overhead behind.
- HR leadership, for-profit and nonprofit
- 20+ yrs
- saved for one client by exiting a PEO
- $38K/yr
- lower workers' comp premiums via a return-to-work program
- 10%
The owner is the HR department. That works until it doesn't.
- 01
Nothing in writing, lots of good intentions
Culture carries the company until a dispute, a termination or an auditor lands — and there's nothing on paper to point to.
- 02
Headcount thresholds nobody warned you about
New federal and Florida obligations arrive at 15, 20, 25 and 50 employees. Most owners find out after the fact.
- 03
Managers promoted from the floor
Your best technician is now managing people, with no training on documentation, discipline or the hard conversations.
- 04
Paying a PEO for HR you never talk to
The bundle looks simple until you need real advice on a real person and get a ticket number.
- ✓How this goes when it goes right
A growing company was paying a PEO for payroll, benefits and HR support it rarely used, and every real question went into a queue.
What I did: I evaluated the numbers, moved payroll, benefits and workers' compensation in-house with the right vendors, and built the HR processes the PEO had been standing in for.
Result: More than $38,000 a year saved, and an owner who now gets an answer from a person who knows the business.
Where small businesses usually start.
All seven are available. This is the order most small businesses actually need them.
- 1
HR Compliance
Find out where you're exposed before someone else does.
- 2
Employee Handbooks
The document that ends "we never said that."
- 3
HR Outsourcing
An HR department for a fraction of a salary.
- 4
Employee Relations
Discipline and terminations handled so they hold up.
- 5
HR Training
New-manager basics and harassment prevention.
- 6
Recruiting
Hire right the first time, from posting to day 90.
That's the point. Most clients work with me on a project or as-needed basis, which costs a fraction of a staff HR role and considerably less than the claim it prevents.
You need the basics done right: pay practices, I-9s, required postings, and a few written policies. That's a small project, and it's the difference between a manageable dispute and an expensive one.
At 15, Title VII and the ADA apply. At 20, the ADEA. At 25, Florida requires E-Verify for new hires. At 50, FMLA and the ACA employer rules. I help you get ahead of each one.
Sometimes. A PEO bundles payroll and benefits with basic HR. I've helped a client leave one and save $38,000 a year, and I've told others to stay. It depends on your numbers, and I'll walk through them with you.
Small businesses across the bay — St. Pete, Clearwater, Largo and Tampa especially.
All areasRunning a business and doing HR on the side?
Call, or send a message — whichever is easier.