On Demand

The idea

The value builds over time.

A standing relationship with an Executive HR Advisor who knows your people, your history, and how you make decisions. On Demand covers advice, document work, and guidance on the matters in front of you. Larger pieces of work are scoped as their own project.

If it fits in the hours, it fits in the retainer. When something bigger surfaces, a handbook nobody has touched in years or a benchmarking study across every role, it gets scoped as its own project so it gets done properly instead of stretched across the block. On Demand is usually where that conversation starts.

This fits if...

A manager is about to have a hard conversation and there is nobody to call first
Compliance questions come up every few weeks and a search engine is answering them
Offer letters, write-ups, and improvement plans get drafted from whatever was used last time
You do not need HR full time. You need someone who picks up and already knows the background
Problems reach you after they have grown

What it covers

The matters in front of you

Advice, document work, and guidance, counted against the block. A standing monthly check-in is counted the same way, so problems get caught while they are still small.

Employee Relations

How to handle a complaint, a performance problem, a resignation, a termination conversation, an accommodation request.

Compliance Questions

FMLA, ADA, wage and hour, exempt and non-exempt classification, and Louisiana specifics such as final pay timing and non-compete rules.

Documents, Reviewed or Drafted

Offer letters, performance improvement plans, job descriptions, disciplinary write-ups, a single policy.

Manager Coaching and Training

A call before a hard conversation, a debrief after, or a manager training session when the hours allow.

Hiring Support Short of Recruiting

Interview question design, scorecard review, offer strategy, or rebuilding a role.

A Quick Compensation Read

A read on a single role, using data already in hand. A study across the organization is its own project.

What usually becomes its own project

Employee handbooks and full policy suites
Compensation benchmarking across the organization
Multi-session manager development programs
Recruiting, HRIS setup, open enrollment or benefits administration
Organization-wide job architecture or a restructuring

The terms

Sized to how often
you pick up the phone.

Hours. Three, four, or five hours a month. When a month runs heavy, hours can be added.

Rollover. Unused hours carry forward.

Term. One year. Long enough for the monthly check-in to do its work.