Goal:

Stabilize culture. Reduce risk. Improve performance. All without drama.

Week 1 – 2: Assess & Clarify

• Conduct a People Ops Audit (onboarding, performance, compensation, compliance, engagement, retention)
• Interview 5–7 people (execs + employees)
• Map red/yellow/green status across:
• Performance expectations
• Onboarding
• Manager capabilities
• Culture alignment
• Compliance gaps

Deliverable:

• A 4-slide Snapshot Report:
• What’s broken, what’s working, what to fix first.

Week 3 – 6: Build Foundational Systems

• Performance Lite™
• Clear role expectations and responsibilities
• Monthly 1:1 guide for managers
• Simple “start/stop/continue” feedback format
• 30-60-90 day onboarding template
• Manager onboarding checklist

• Compliance & Risk Triage
• Review I-9s, handbooks, offer letters, termination history
• Flag risks like misclassification and missing agreements

Week 7 – 9: Train & Align

• Manager Enablement Crash Course (1–2 short sessions on feedback, coaching, and 1:1s)
• Talking points for real-world use
• Leadership Alignment Session: values, role clarity, and behavior expectations for execs

Deliverable:

Managers trained, leadership aligned

Week 10 – 12: Optimize & Hand Off

• Finalize People Ops Playbook (key processes and responsibilities)
• Assign internal owner (even if that’s the founder for now)
• Optional: Design the future HR roadmap for scale

Deliverable:

Playbook and Handoff Plan complete

Results You Can Expect

• Better onboarding experience
• Cleaner, more usable feedback culture
• Reduced churn, increased role clarity
• Managers that actually manage
• Functional HR systems—without a full team

• Founder brain freed up to actually lead.