HR compliance audit
Review of files, classifications, postings, policies and I9s with a prioritized fix list.
Serving employers since 2018
HR expertise before you can justify a full time hire
Somewhere between twenty and a hundred employees, the founder cannot keep doing HR on nights and weekends. That is where we come in.
7 yrsadvising employers
15 to 300employee sweet spot
SHRMcertified consultants
48 hrresponse on urgent issues
Engagements
Projects and ongoing support
Most clients start with a compliance audit and then move to a monthly retainer once they see the gaps.
Fractional HR retainer
A consultant embedded with your leadership team for a set number of days each month.
Employee handbook
Written for the states you actually employ people in, plus a rollout and acknowledgment process.
Manager training program
Half day workshops on documentation, difficult conversations and lawful interviewing.
Workplace investigation
Independent, documented investigation of a complaint with a written findings report.
Compensation benchmarking
Market data by role and geography with a banded structure your managers can apply.
About Bellrose
Practitioners, not a compliance call center
Every consultant here ran HR inside a company before joining, most through periods of fast growth or a first layoff. We give you a named person who knows your business rather than a ticket queue. When something legal is genuinely at stake we tell you to call an employment attorney rather than pretending to be one.
•SHRM-SCP and SPHR certified consultants
•Multi state employment experience including CA, NY and WA
•Named consultant, not a rotating help desk
•We coordinate with your employment counsel rather than replacing them
Reviews
Employers tell us
“The audit found nine misclassified contractors. Fixing that voluntarily cost far less than it would have after a state inquiry.”
Dale Rutherford, Construction, 80 employees
“Our managers finally document things. The training changed how three of them run their teams, which I did not expect from a half day.”
Camille Osei, Software, 140 employees
FAQ
Common HR questions
When should a company hire HR support?
Most companies feel real strain around twenty to thirty employees, when compliance obligations stack up and the founder is doing HR at night. Fractional support usually makes sense from there to about a hundred and fifty, at which point a full time HR leader is generally the better investment.
Are you employment lawyers?
No, and we are clear about the line. We handle policy, process, documentation, training and day to day employee relations. When a matter involves potential litigation, a separation agreement, or interpreting statute for your specific facts, we bring in your employment counsel and work alongside them.
We employ people in several states. Can you handle that?
Yes, and it is one of the most common reasons companies call us. Handbooks need state specific supplements, leave laws and pay transparency rules differ significantly, and remote hires can create tax and registration obligations. We map your footprint and tell you what each state requires.
How fast can you respond to an urgent issue?
Retainer clients reach their named consultant directly and we respond to urgent matters within forty eight hours, usually the same day. For a live complaint or an imminent termination, call rather than email. Acting quickly and documenting properly is most of what protects an employer.
Contact
Start with a conversation
Tell us your headcount, your states and what is keeping you up at night. We will tell you what actually needs attention first.
Phone(615) 555-0184
Address1200 Broadway, Suite 640, Nashville, Tennessee
HoursMon to Fri 8am to 5:30pm Central
AreaNashville, Franklin, Murfreesboro, plus multi state remote clients