Fractional HR Leadership for Orange County Companies
If you run an Orange County company with 12 to 350 employees and no HR person, you get CPO level judgment from Bill Brown, a defined 90 day build, and someone who actually picks up when an employee issue can't wait.
What the Work Looks Like
IT startup, growing team
A growing Orange County IT startup brought me in to handle the hard stuff, things like hiring, policies, crisis mitigation and terminations. The first crisis showed up in week one.
Their regional sales leader was also the owner's friend. His region had turned a profit in one month out of six. Instead of dealing with it, the owner kept adding equity and pay, hoping it would turn around, and it didn't.
I took the owner's call on a holiday, pulled the numbers and laid out the data so the decision was clear. Then I built the full playbook: the script, the timing, a manager guide and every California form. We worked with the company's employment attorney to negotiate the exit, which meant unwinding a large six figure equity and pay package, and it was done in about a week.
This could have dragged on for months, and it didn't. Months later, when the unemployment claim came in, they called me again, and I still help them today.
What the owner wrote:
- "That is for sure the most comprehensive set of instructions I've ever seen."
- "Thank you both for pausing your entire Mondays to ensure this is being handled correctly. I'm indebted."
California Rules, Covered
The California rules that trip up small companies, from final pay to leave to the written safety plan most employers now need, are broken down on my California fractional HR page. And if you're new to this, here's how fractional HR leadership works.
Got an Employee Situation on Your Desk?
Bring it to a 15 minute call. You'll hang up knowing exactly what you're dealing with, and whether it's a job for me or for an attorney.
Grab 15 minutes with Bill