HR Advisory & Consulting

Your Organization’s People Strategy Either Drives Growth or Quietly Undermines It.

The first conversation is free. What you learn from it isn’t.

HR & Small Business Advising

Executive-level HR advisory and fractional CHRO services for organizations that need senior people strategy, legal fluency, and someone at the leadership table who can see what’s actually at stake.

What Makes This Different

Most HR consultants tell you what your policies should say. I tell you what your policies are costing you and what needs to change before it gets worse.

My legal background is the difference. When I assess an organization’s HR posture, I’m not just reviewing procedures. I’m looking at legal exposure, classification risk, compliance gaps across every state you operate in, and the places where a well-intentioned decision quietly becomes a liability. I bring that lens to every engagement, whether that’s a retained fractional CHRO relationship, an executive advisory conversation, or a focused risk assessment. The first thirty days with any new client are about understanding what they came to me for, identifying the red and yellow flags underneath it, and giving the leadership team a clear picture of what needs to happen and when.

Strategic & Advisory Services

Senior HR Leadership for Organizations That Need More Than an HR Department.

Fractional CHRO & Executive Advisory

Senior HR leadership embedded in your organization on a retained basis. Strategic direction, executive counsel, and the legal fluency to navigate the decisions that carry real risk.

AI Compliance for HR

Helping companies use AI in HR effectively, efficiently, and without legal risk, combining my expertise as a non-practicing lawyer and fractional CHRO to apply both an operational and legal lens.

Multi-State Compliance & Expansion

Hiring across state lines comes with legal obligations that compound quickly. I help organizations understand exactly what they’re taking on before they take it on.

HR Risk Assessment

A structured review of your organization’s HR posture with a clear prioritization of what needs to be fixed and when.

Executive & Leadership Team Advisory

HR counsel at the leadership level. Advising on terminations, leadership transitions, executive dynamics, and the decisions that carry people and legal implications your team may not fully see.

People Strategy & Workforce Planning

Aligning your people strategy to your business goals: headcount planning, succession, talent pipelines, and the organizational decisions that determine whether you can scale sustainably.

Investigations & Employee Relations

Harassment claims, workplace investigations, disciplinary situations, and employee relations issues that require someone who understands both the HR and legal dimensions. Handled with discretion and rigor.

Organizational Structure & Talent Development

Building the structure and talent systems your organization needs to operate with clarity, reduce friction, and retain the people worth keeping.

Change Management

Navigating mergers, restructuring, leadership transitions, and organizational change without losing the people, culture, or momentum you’ve built.

DEI Strategy & Advisory

Helping organizations build and sustain DEI commitments that are legally sound, culturally authentic, and built to hold up in a shifting regulatory environment.

From Strategy to Execution

Senior HR strategy only works if it can be executed at every level. The services below are available as standalone engagements or as part of a broader advisory relationship so if we’re already working together, you don’t need to bring in someone else to get it done.

Operational & Compliance Services

Senior HR Leadership for Organizations That Need More Than an HR Department.

HR Compliance

Audits, policy development, and compliance frameworks that keep your organization on the right side of federal, state, and local employment law.

Employee Handbook Development & Audits

Custom handbooks and policy audits that reflect how your organization actually operates: legally sound, clearly written, and built to hold up when it matters.

Employee Engagement & Benefits

Building the engagement strategies and benefits frameworks that help you retain the people you’ve invested in.

Operational HR & Process

Standard operating procedures, business process improvement, and the operational infrastructure that keeps your HR function running consistently and efficiently.

Solopreneur Advisory

HR and legal guidance for independent business owners to get your business set up right, stay compliant as you grow, and have someone to call when you’re not sure what you’re walking into.

What People Say About Me

Testimonials

Bryan's expertise is unquestionable and his contributions to ISGF are immeasurable. His astute understanding of HR compliance and multi-state regulations has helped us navigate complex workforce issues with ease. Bryan's discerning eye for detail was instrumental in crafting our website content, which stands as a testament to his skill. With a keen sense for problem solving and a commitment to excellence, Bryan has truly left an indelible mark on ISGF. In short, he's the HR consultant you want when precision matters.

Working with Bryan put my mind at ease. He took the time to understand my business, and my goals, and was able to offer strategies that aligned. As an extension of my team, Bryan was invaluable and I would highly recommend him to anyone lucky enough to work with him.

Bryan stands out as an exceptional startup consultant and advisor. His approach is practical and results-driven, enabling clients to thrive from inception. With Bryan's guidance, I navigated the complex process of integrating independent contractors, steering me through the nuances of employment law, recruitment, and ongoing support that was both empowering and enlightening. For anyone launching a business or looking to scale, Bryan offers a clear pathway to success.

Meet My Clients

Helping my clients get their business operations and HR on the right path. I can help you too.

HR & Small Business Consulting FAQ’s

Do Small Businesses Need HR? What Size Company Needs an HR Department?

Yes, small businesses need HR. The moment you hire your first employee, HR responsibilities kick in. There’s no magic number dictating when to establish a dedicated HR department, but generally, companies start considering it around the 15 to 50 employee mark since this is when most major federal laws apply. HR is crucial for compliance, employee management, and establishing workplace culture, regardless of size.

What are the Most Important HR Requirements for Small to Medium-Sized Businesses?

The most important HR requirements include compliance with labor laws, effective recruitment and hiring processes, clear employee policies and procedures, training and development, and performance management systems. For small to medium-sized businesses, setting up these foundational elements early on is critical to ensure legal compliance and support business growth.

Do You Have Legal Expertise or Access to Legal Professionals Who Can Provide Advice on Legal Matters?

Yes, as a non-practicing lawyer, you get access to my years of legal experience combined with corporate HR work. This unique combination of skills provides a solid foundation for your business needs. I also have an established network with other professionals, allowing me to facilitate access to comprehensive and holistic advice for my clients.

Do I Need an Employee Handbook?

Absolutely. An employee handbook isn’t just a nice-to-have; it’s your HR guide. It sets the tone for your company culture and clarifies policies and expectations. Without it, you’re navigating the employee relationship without a map. And trust me, “winging it” is not a recommended HR strategy.