Client Overview

A multi-location service provider with 80–90 employees reached out to WorkSpring with a critical need: establish a strong HR foundation where none previously existed. Without an internal HR department, company leaders were shouldering compliance, staffing, and personnel responsibilities without consistent policies, processes, or clarity on best practices.

Their executive team recognized the risks—particularly in multi-state compliance and inconsistent handling of hiring, onboarding, and employee development—and sought a partner to help build a more structured, proactive approach to HR.

The Challenge

Prior to engagement, the company faced several core issues:

• No formal HR team member or internal HR leadership
• Outdated employee handbook and job descriptions
• Inconsistent employee file management across departments
• Limited understanding of compliance requirements for multi-state operations
• No documented procedures for performance management, onboarding, or benefits enrollment
• A reactive leadership style driven by urgent needs instead of long-term strategy

The company needed immediate and ongoing HR expertise to reduce risk, align with labor regulations, and improve the employee experience—without hiring a full-time internal HR team member right away.

Our Solution

WorkSpring provided a comprehensive and scalable HR partnership that included:

• A full audit of existing HR policies, compliance documentation, and departmental practices
• A strategic plan to update and implement employee handbook, job descriptions, and onboarding processes
• Assistance organizing HR files to align with privacy, retention standards, and recordkeeping best practices
• Embedded, ongoing HR support with a dedicated consultant serving as both a resource and a guide
• Coaching and support for leadership around employee development, performance feedback, and compliance standards
• Onsite and virtual availability to meet with staff and leadership across all locations

The HR consultant became a go-to contact for employees and leadership, supporting everything from basic questions to high-stakes decisions on performance management, investigations, and risk mitigation.

Implementation Timeline

• Weeks 1–2: Kickoff, discovery, and review of existing materials and processes
• Week 3 and beyond: Onsite and virtual support begins, with priorities addressed strategically—starting with compliance and moving toward long-term process improvements

The Results

• Leadership began to transition from reactive problem-solving to proactive, consistent HR decision-making
• Updated, compliant HR documentation across departments helping reduce risk exposure Employees gained a central HR contact for questions, support, and escalated concerns
• The company now has a clear path for either hiring internal HR or continuing its outsourced model with confidence
• Leaders gained a better understanding of how HR can support business goals—not just compliance needs

Why It Matters

When HR is positioned as a strategic business partner, companies gain more than just compliance—they gain clarity, consistency, and a more engaged workforce. Building a structured HR foundation improves decision-making, reduces risk, and helps leaders foster an intentional, values-driven workplace culture. Especially in growing or multi-site organizations, outsourced HR support offers the flexibility to scale smartly—without sacrificing expertise or accountability.

Ready to Strengthen Your HR Framework?

From audits to documentation and training, WorkSpring helps organizations simplify compliance and safeguard their people. Contact us at: workspring.org/hr-solutions/contact-us