Wichita home base · Kansas employers
HR Department Setup for Growing Employers
Move from informal HR tasks to an organized function with clear ownership and reliable handoffs.
Build a function that people can operate
Setting up HR means assigning responsibility for recurring work, decisions, records, systems, and management support. Holt helps growing employers define the function before adding disconnected policies or buying another application.
This service can support a first internal HR hire, a transition away from owner-managed practices, or preparation for more structured fractional support. Workforce size, locations, existing vendors, and the complexity of employee issues determine the design.
Define the core operating model
| Foundation | Questions to resolve | Potential output |
|---|---|---|
| Responsibilities | Who handles employee requests, manager guidance, hiring, records, and reporting? | Responsibility matrix and escalation routes |
| Recurring work | What repeats each week, month, quarter, or year? | HR calendar with named owners |
| Records and access | Which system stores each record, and who may see it? | Records inventory and access plan |
| Workflows | How do hiring, onboarding, changes, and separations move between functions? | Selected process maps and handoff instructions |
| Leadership review | Which measures and decisions require regular attention? | Meeting agenda and reporting definitions |
Setup, build-out, and ongoing support
HR Department Setup defines the responsibilities, calendar, records structure, workflows, and leadership reporting. It is custom quoted. A Complete HR Foundation Build-Out, published at $7,500–$15,000, is a broader integrated project covering agreed documentation, workflows, and implementation priorities.
The scope should list the specific documents and workflows being built, who provides source information, participating locations, review rounds, and rollout responsibilities. Separate initial setup from the recurring effort required to keep it current.
Employers leaving a PEO or changing payroll or benefits providers should coordinate contracts, coverage, records, effective dates, and specialist responsibilities with those providers. HR setup is one part of that transition.
Questions about this support
Do we need a full-time HR hire before setting up the function?
No. An owner, internal administrator, fractional advisor, and vendors may share responsibilities. Each recurring task and decision still needs a named owner.
Will the setup include every policy and procedure?
Only the documents and processes listed in the proposal. A function design and a complete document build-out are different scopes.
How do we maintain the function after setup?
Agree on internal ownership, review dates, training, and an escalation route. Ongoing support can be scoped separately.
Choose a practical starting point
Start with a free introductory conversation. When the need is clear, request a focused project. When several systems need diagnosis, the $1,500 HR and Workforce Infrastructure Assessment can establish priorities. Your written proposal confirms deliverables, participating locations, timing, responsibilities, revisions, and fees.
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