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Tier 1 Advisory: Foundational Assessment
Not every organization needs ongoing HR support right away. Sometimes what’s needed most is clarity. The HR Pulse Check is a short-term, Tier 1 engagement designed to assess your current people practices and HR infrastructure, then translate what we find into a practical roadmap leaders can actually use.
This is not a heavy audit or a long consulting commitment. It’s a focused assessment that helps you understand what exists, what’s missing, and what needs attention first, without overwhelming your team or pushing you into services you’re not ready for.
WHAT THE HR PULSE CHECK COVERS
We take a structured look at the essentials that shape day-to-day people operations, such as:
Hiring and onboarding practices (what’s consistent vs improvised)
Core HR documentation and process readiness
Manager expectations and leadership consistency
Basic compliance-minded practices and risk signals
Communication norms, accountability, and common friction points
The goal is to identify what will create the biggest stability and protection for your organization at your current stage.
WHEN ORGANIZATIONS USE THIS TIER
Organizations often choose the HR Pulse Check when:
HR systems have grown informally over time
Leadership wants insight before scaling or hiring rapidly
Policies and processes feel inconsistent across managers
There’s uncertainty around compliance readiness or documentation practices
The team is experiencing recurring people issues and needs a clear starting point
This engagement is ideal for startups, small businesses, and growing teams who want to understand where they stand before deciding what comes next.
DELIVERABLES
At the end of the HR Pulse Check, you receive a set of practical documents that clarify your current state and next steps:
TIER 1 PACKAGE INCLUDES:
1) HR Pulse Check Summary
A structured review of what’s in place, what’s missing, and the most important gaps to address.
2) Onboarding Framework Guide
A manager-friendly framework to standardize early employee experience and reduce confusion in the first 30–90 days.
3) Executive Summary & Action Snapshot
A leadership-level overview of key themes, risk signals, and priority focus areas, written clearly for decision-making.
4) 90-Day HR Advisory Roadmap
A sequenced 90-day roadmap showing what to address first, what can wait, and how to build foundations without overbuilding.
5) Manager Expectations & Escalation Guide
A simple manager standard with escalation triggers so leaders know what to handle, what to document, and when to involve HR/leadership.
These deliverables are designed to be immediately actionable. You’ll walk away with clarity, structure, and a realistic plan.
TIMELINE & INVESTMENT
TIMELINE
2-week timeline (“ready-to-go”)
Week 1: Intake + document review + leadership input
Week 2: Findings review + deliverables finalized + 90-day roadmap delivered
3-week timeline (high complexity)
Week 1: Intake + document review
Week 2: Findings + gaps/risk review + draft deliverables
Week 3: Refinements + final deliverables + 90-day roadmap
TIER 1 HR PULSE CHECK
Investment: $1,500–$3,000 (flat fee)
Timeline: 2–3 weeks
TIER 1+ ENHANCED HR PULSE CHECK
Investment: $4,500 (flat fee)
Best for: multi-state teams, higher-risk situations, or heavier documentation complexity.
Final pricing depends on organizational size, complexity, and scope.
WHAT HAPPENS AFTER TIER 1
Some organizations use Tier 1 as a standalone reset. Others use it as the foundation to move into:
Tier 2 (implementation support)
Ongoing advisory (for leaders who want monthly partnership)
Programs such as LRTP (if manager capability is the priority)
You will never be pressured into continuing. If you want support beyond Tier 1, we’ll recommend the best-fit next step.
FREQUENTLY ASKED QUESTIONS
Is this the same as an HR audit?
Is this the same as an HR audit?
It’s lighter and more practical than a traditional audit. The goal is clarity and action, not a long report that sits in a folder.
Do you provide legal advice?
Do you provide legal advice?
No. We provide HR best-practice guidance and identify risk signals. If legal counsel is appropriate, we will recommend it.
What do you need from us?
What do you need from us?
Access to existing HR documents (if any), a few leadership inputs, and a short discovery call to understand your goals and current challenges.
READY FOR CLARITY?
If your people practices feel reactive or inconsistent, this Tier 1 assessment is the cleanest place to start.
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